Chapter 6 HRM incident 2 Yasmin Tawil1. Johan should have conducted better interview planning and focused the content of the interview on occupational experience rather than non job-related factors. He should have selected a standardized structured interview format in order to enhance the validity and legal defensibility of the selection process for a construction site manager. On a more practical level, it is evident that Johan used irrelevant questions that did very little to help him make an informed decision about a suitable candidate for the vacancy. Most of these issues emanate from a lack of a clear job description for the target role, based on a thorough job analysis of the vacant position, which would have helped Johan to select appropriate interview questions. Finally, Johan might nothave established sufficient rapport with Shirley ,nor allowed time for the candidate to become familiar with the interviewer.2. The benefits of applying proper interviewing processes and using good interview techniques are numerous, both to the organizations that conduct these interviews and for applicants who are interviewed. Since selection is the process of choosing from a group of applicants the individual best suited for a particular position it implies that a poor interview would inevitably fail to select the best candidate for a target position. Poor selection interviews have low criterion-related validity and therefore, do not predict anything useful, nor do they distinguish good candidates from those less likelyto perform successfully in a futureposition.