Advantages and disadvantages
Performance-based interviews are methods of interviewing that employers use to increase the efficiency of an interview process (Kessler, 2006). Through the PBI (performance-based interview), an employer/interviewer informs a candidate of the skill needed for the open job position. Also, the interviewer structures the interview to get information about previous work history and how it is related to a job position. An example of a PBI model is the person-product service model; the main advantage of the model is it helps a business select employees who are competent in their respective skills. The main disadvantage is that it does not take other important factors, such as productivity and time management into consideration.
The main advantage of the Management by Objectives (MBO) Model is that it encourages managers to conduct detailed planning. It focuses on setting and accomplishing goals. However, the Management by Objectives (MBO) Model can only succeed if the whole management team supports the model. The advantage of the universal performance interviewing model is that it enables managers to understand why there is a drop or increase in the level of performance. However, the model is only effective if it is used in conjunction with other interview models.
According to Kessler (2006), the 360-degree approach of interviewing is beneficial to businesses because it supports development and growth. In addition, the model provides employers with techniques of resolving performance problems. Also, the model gives employees an opportunity to progress their careers because it does not base bonuses and salary increments with a single performance. The main disadvantage of the model is that it is time-consuming and costly.
Reference
Kessler, R. (2006). Competency-based interviews. Franklin Lakes, NJ: Career Press.