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INTRODUCTION

Interview is considered as a formal in-depth conversation among two or more persons where exchange of data and information takes place, with a view of analysing an individual's acceptability for the job. It is a widely used method which is applied by each small as well as large business enterprises as to selection of a suitable candidate for the vacant profile (Peeters, Serres & Gundrum, 2013). Verbal and non-verbal communication plays effective role in the process of interview as these considered as the primary aspect which is analysed by interviewer in the process of interview. This report contents the study about the importance of verbal and non-verbal communication in the section of interview, model of selection methods, the effectiveness of STAR techniques will discussed in effective manner.

MAIN BODY  

Interview is an essential aspect which helps in selecting a most suitable candidate for a job profile in this people got selected through following an effective procedure in which the ability of an individual are analysed. In the process of interview verbal as well as non-verbal communication plays effective role as the success of an individual is based on ability of effectively communicate both verbally and non verbally. As per the views expressed by Amy Lucas, 2017, Verbal and non-verbal communication provides an effective shape to the interaction of an individual with other in business and interpersonal relationships, financial and personal success and the physical and psychological well being. It is essential for each business organisation to organise a well structure interview process in order to select most suitable and deserving candidate for the job profile. The major selection steps are:

Preliminary Interview:  It consist to be the primary stage in interview session, in this totally unsuitable candidates are eliminated. This step helps the firm in saving the extra expenses of processing the applicant by the remaining stages if selection (Kelsch & Friesner, 2012).

Receiving Applications: This comes after passing the stage on preliminary interview , in this applicant is asked to fill a standard application form which consist the information about the name, age, experience and qualification etc. of the individual. As per the opinion of Shma, 2013, This helps the interviewer in getting the idea about the candidate and appropriate information helps in formulating question for interview.

Steps Involved in Selection Process
(Source: Steps Involved in Selection process, 2013)

Screening of applications:  This is another an essential aspect in which screening committee analyse the applications and the candidates who are passing the  criteria of screening are called for interview.

Employment Test:  This test is effective in checking the ability of  an individual , this test vary from organisation to organisation and change as per the requirement of the particular job profile. In this test various kind of elements are involved such as intelligence test, aptitude test, trade test, interest test, personality test etc.

Employment Interview: The applicant who are qualify the employment test are  called for the employment interview. This section is effective in getting more information about the candidate  as in this personality and communication skills are analysed (Pawlikowska & et. al., 2012).

Checking References: This stage takes place while selecting a candidate for the job profile, in this stage past record, reputation and police record are analysed as to taking appropriate information about the background of candidate.

Physical Examination: In this stage firms are generally prefer medical test  to be incurred of the person to avoid time and expenditure that are spend on the medical unfit people.

Final Selection: This is the final stage as in this people go selected through passing the selected criteria for a particular job profile.                 

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