Impact of Poor Selection Interview On Future Performance of Potential Employee and Organizational Productivity in Tertiary Institutions in Yobe State, Nigeria

Musa Mohammed; Gambomi Goni Musa; Abdullahi Mustapha Geidam; Musa Adamu  Mahdi; Dikkuma Mohammed Mohammed

Musa Mohammed Department of Business Administration and Management, Mai Idris Alooma Polytechnic Geidam, Yobe state
Gambomi Goni Musa Department of General Studies, Mai Idris Alooma Polytechnic Geidam, Yobe state
Abdullahi Mustapha Geidam Department of Marketing, Mai Idris Alooma Polytechnic Geidam, Yobe state
Musa Adamu Mahdi Department of Public Administration, Mai Idris Alooma Polytechnic Geidam, Yobe state
Dikkuma Mohammed Mohammed Fane-fane Central Library, Mai Idris Alooma Polytechnic,Geidam, Yobe State

Keywords: Poor selection, Interview, Performance, Employee, Tertiary

Abstract

This study critically assessed the impact of poor selection interview on future performance of potential employees and organizational productivity in tertiary institutions of Yobe state, Nigeria. A multistage random sampling was being employed to select one hundred and fourty (150) respondents from three (3) tertiary institutions of Yobe state. The study effectively formulated and tested two hypotheses. Data were collected through primary (questionnaires and personal interviews) and secondary sources (journals, text books and other relevant literatures). The data collected from the respondents were presented using tables and analyzed with the aid of simple percentages (%) and the hypotheses were tested using Chi-square (X²). From the analysis of the study, the findings revealed that all the organizations were highly affected by poor selection interviews Low productivity, high cost of training and difficulties in learning are some of the problems as a result of poor selection interviews. The study also revealed the problem of poor selection interview is common to all institutions in the State. At the end of the study, following recommendations were made. Since all the organizations were affected by poor selection interviews, there is a need to restructure and improve on their selection methods to choose appropriate candidates for job. Also Organizations can take measures to improve the situation by giving proper training to the interviewers, restructuring the interview accurately and critical investigation on the applicants through their referees and fast record that can spelt out the details of the applicant and the reasons why they are looking for the new jobs.