What are the primary objectives, focus, and purpose of Selection Tests and Interview in the whole process of Hiring in organisational set up? Critically examine their usefulness and importance in the short term and long term functioning and culture of the organisation. Draw from the experiences you are familiar with. Describe the organisation and the situation you are referring to.

 The primary objectives, focus, and purpose of selection tests and interviews in the hiring process of an organization are to evaluate the qualifications, knowledge, skills, and abilities of job applicants to determine their suitability for the position being offered. These selection tools aim to identify the best candidate who can effectively perform the duties and responsibilities of the job and fit into the organizational culture.

Selection tests are designed to assess the technical and job-related skills of the candidates. These tests can include aptitude tests, personality tests, cognitive tests, and job-specific tests. The focus of these tests is to assess the candidates' ability to perform the job-related tasks and duties efficiently and effectively.

Interviews, on the other hand, are designed to evaluate the candidates' communication skills, problem-solving skills, decision-making skills, and personality traits. The focus of interviews is to determine the candidates' suitability for the organizational culture, ability to work in a team, and ability to handle different situations and challenges.

The usefulness and importance of selection tests and interviews in the short term and long term functioning and culture of an organization cannot be overstated. A well-designed selection process that incorporates these tools can ensure that the organization hires the right candidate for the job. This can result in increased productivity, reduced employee turnover, and improved employee morale.

However, selection tests and interviews can also have some drawbacks. These tools can be time-consuming and costly to administer, and their validity and reliability can be questioned. Moreover, some candidates may not perform well in these tests or interviews due to anxiety or other factors, which can result in losing a potentially good candidate.

As an example, consider a multinational organization that is looking to hire a new manager for its operations in a new market. The organization may use selection tests and interviews to evaluate the candidates' knowledge of the local market, language proficiency, and management skills. The selection process may involve multiple rounds of interviews, including face-to-face interviews and virtual interviews.

In the short term, the selection process can help the organization identify the best candidate for the job, ensuring that the new manager is equipped with the necessary skills and knowledge to lead the team in the new market. In the long term, this can result in increased sales and profitability, as the manager will be able to develop effective strategies and build strong relationships with local stakeholders.

However, the selection process can also have some negative effects on the organization. If the process is not well-designed, it can result in the organization losing potentially good candidates due to a lengthy and cumbersome selection process. Moreover, if the selection process is biased, it can result in the organization hiring a candidate who may not be the best fit for the job, resulting in reduced productivity and employee morale.

In conclusion, selection tests and interviews are essential tools in the hiring process of an organization. While they have some drawbacks, their usefulness and importance in the short term and long term functioning and culture of the organization cannot be underestimated. A well-designed selection process that incorporates these tools can help an organization identify the best candidate for the job, resulting in increased productivity, reduced employee turnover, and improved employee morale.

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