... in smaller firms, where job descriptions are reported as vague and out of date (Carroll, Marchington, Earnshaw & Taylor, 1999). This can result in poor candidate selection, as the criteria applied may not reflect the scope of the job. There are a wide variety of selection criteria available to employers today. The method used is dictated as much by tradition and personal preference, as the reliability and validity of the technique. The validity refers to the extent to which the selection method provides a prediction of future job performance. Robertson & Smith (2001) report work sample tests as the single predictor of performance with validity 0.54, closely followed by cognitive ability and structured interview. Interviews are still the method of choice for employee selection for many organisations. A recent study of 16 European countries reported over 99% of those polled used interviews in their recruitment process (Doving, 2005). Many types ...

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