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The interview is an essential part of a successful hiring program beca

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New post 25 May 2019, 04:11
Hello Experts,

Could you please help me clarify a doubt:
Option C says that the interviewers will be able to accurately identify. But isn't the premise already stating that "interviews" will eliminate candidates whose personalities are unfit for the role.

This option kind of strengthens the premise, and its negation will obviously break down the argument because it breaks down the premise. Isn't it?

Can anyone please help me understand then how this option is an assumption?

Regards,
Rishav
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New post 06 Jun 2019, 12:40
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Hi Rishav,

I'm by no means an expert, but I usually read through most contributors thoughts as it helps me gain a firmer understanding regardless. I'll try to justify (C) from my perspective; hopefully it is more helpful than harmful.

Conclusion: The interview is an essential part of a successful hiring program.
Premise: Interviews screen out job applicants with personalities that aren't a good fit.

Logically, interviews can only work well if the person conducting the interview knows what they're looking for. For example, imagine an HR representative with specialized recruiting expertise in Internal IT support is conducting interviews for roles in M&A Finance. The interview might be kind of pointless because the HR rep just doesn't know what he/she is looking for. The type of personalities that are typically successful in Internal IT may very well be completely different from the ones that would find success in M&A Finance. Anyway, that was a bit of an extreme example, but hopefully it is helpful.

With regards to your question,
Quote:
But isn't the premise already stating that "interviews" will eliminate candidates whose personalities are unfit for the role.


The premise is stating that the interviews - a scheduled event - will eliminate candidates whose personalities are unfit for the role; however, the interview in and of itself can't do that. The person who is physically conducting the interview has to be able to have the proper discretion to do so.

As I read my response, some of it sounds a touch redundant so I'll stop here. If I'm unclear, please feel free to let me know.

Thanks!
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New post 07 Jun 2019, 22:26
Chelsea212 wrote:
Hi Rishav,

I'm by no means an expert, but I usually read through most contributors thoughts as it helps me gain a firmer understanding regardless. I'll try to justify (C) from my perspective; hopefully it is more helpful than harmful.

Conclusion: The interview is an essential part of a successful hiring program.
Premise: Interviews screen out job applicants with personalities that aren't a good fit.

Logically, interviews can only work well if the person conducting the interview knows what they're looking for. For example, imagine an HR representative with specialized recruiting expertise in Internal IT support is conducting interviews for roles in M&A Finance. The interview might be kind of pointless because the HR rep just doesn't know what he/she is looking for. The type of personalities that are typically successful in Internal IT may very well be completely different from the ones that would find success in M&A Finance. Anyway, that was a bit of an extreme example, but hopefully it is helpful.

With regards to your question,
Quote:
But isn't the premise already stating that "interviews" will eliminate candidates whose personalities are unfit for the role.


The premise is stating that the interviews - a scheduled event - will eliminate candidates whose personalities are unfit for the role; however, the interview in and of itself can't do that. The person who is physically conducting the interview has to be able to have the proper discretion to do so.

As I read my response, some of it sounds a touch redundant so I'll stop here. If I'm unclear, please feel free to let me know.

Thanks!


Hi Chelsea212,

Thanks for your elaboration and answering my query.
On deep introspection coupled with your answer I see that the premise doesn't mention "interviews". It mentions with it, job applicants who have personalities that are unsuited to the requirements of the job will be eliminated from consideration.

So the obvious assumption, which I assumed but got confused somewhere was - Interviews are able to find it.

Obviously if interviews are able to find it then it can be through interviewers. ( the point you mentioned) and a similar reasoning that NASA did not find the black hole, NASA scientist's did :)

Regards,
Rishav
GMAT Club Bot
Re: The interview is an essential part of a successful hiring program beca   [#permalink] 07 Jun 2019, 22:26

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