Disciplinary Guidelines For Effective Human Resource Management In Organizations

Discussion of some discipline guidelines to assist manager in the process of disciplining an employee

Discuss about the MBA Human Resource Management for Computers & Security.

Discipline is defined as the practise that is implied in training the people for obeying rules and codes that is assigned to them, failure to which can result in punishment and other serious types of issues (Dobson, 2014). The act of discipline is of great importance in the organization and one of the matters that triggers the effective organizational role play in the matter. The need to make sure that the organization is facing the correct amount of rules is the task of the manager and other organizational authorities, failure of which can result in serious disciplinary actions as the lack of rules and discipline can also cause the company or the organization to face serious loss in the manner (Foster, 2012). The act of adherence to the discipline is therefore one of the serious issues that needs to be done by every employee of an organization so that the enterprise can work in an effective manner and thereby make sure that the whole process of the organizational activities are done properly in a way that can attract the wholesome profit and better organizational management (Ewald, 2017). In the report, the importance of the discipline is mentioned in brief along with the disciplinary guidelines that can be adopted by the managers to provide assistance in the process of providing discipline to an employee of the organization (Young & Ghoshal, 2016). The various models and disciplinary theories with the concept are also mentioned to give a brief account of the various disciplinary acts that can be obeyed and why are they required. The following paragraphs highlight the importance of discipline and the theories associated with the same to provide effective management to the employees of the organization.

The task of the managers is to effectively implement the discipline that is required to make sure that the employees of a particular organization are working to the best of the capabilities and are not engaging in any sort of brawl with the management. There are a number of disciplinary guidelines that are associated with every organization and adherence to the same in terms of both the ways and the means is of prime importance. The managers of the organization are to be made sure that every employee of the organization is engaged in the process of the works and tasks assigned to them and for that purpose they are made to abide by the rules set by the organizations for the effective workings of the organization (Dul et al., 2012). . The importance of discipline in the organization is the fact that with effective discipline, the managers and the authorities find it easier to make sure that all the tasks assigned to the employees are done in a diligent manner. Other than this, the employees behave in a proper manner and also made sure to engage in fair means in the office premises. A major need for the act of discipline is to make sure that the organization performs well with all the employees and without any issues related to the employee or the management brawl (Sutton & Williams, 2012). There are a set of disciplinary rules that are to be abided by the organizational staffs in order to work effectively. The rules and the set of disciplinary actions that are implemented by the authorities and are to be followed by the employees are listed as follows – 

Disobedience

One of the major disciplinary rules that is followed by every office premises is the act on disobedience. Disobedience is defined as the act of disobeying or disrespecting the rules of an organization or the managers of an organization that can result in tremendous complications in the work life of the employee and even in termination of the same. This is one of the major disciplinary rules that every office premises follows and makes sure that all the employees follow this within the office premises (Grint & Woolgar, 2013). The factors of disobedience can be of various types such as disobedience to the employee code of conduct or to the rules of the organization. Both of them can result in major issues related to the managers and so the managers should make sure to implement certain rules to maintain the obedient nature of the workers of the employees.

The office premises is mainly for the working of the employees and should not be used for idling purposes. There are employees within the office premises that take the work too lightly and are found to be idling at the workplace which should not be the case and should induce disciplinary action (Rosenblat & Kneese, 2014).

Political activities are one of the major negatives of an office premises as indulging in wrong kind of politics can hamper the reputation of the company in the minds of the clients and employees (Wiltshire, Bourdage & Lee, 2014). So if an employee is found to be engaged in political activities, there is a high probability that the company can issue disciplinary action against that person. 

Refusal of an employee to perform on time and in the manner asked by the organization is one of the primary measures to start a disciplinary actions against the employees. The employee can be given warning and other sort of measures to know their mistakes.

Use of abusive languages and indulging in physical fights are two of the major causes that can make an organization implement disciplinary action against an employee (Bowie, Fisher & Cooper, 2012). The action can result in suspension, warning in small cases and even termination in the larger sense of the term.

Fighting or getting involved in brawls either in the office premises or within office hours with a colleague or otherwise is one of the major causes of getting prone to a disciplinary action by the employee. The authorities can take the decision to terminate or give warning to the employee as and when required.

Idling at workplace

Every office has a particular dress code that should be maintained by each of the employees working in the office. The dress code can vary according to dates and occasions but it is mandatory to follow the basic dress code of the office premises. The office expects the employs to wear formal clothes which are elegant and following the corporate code (Karl, Hall & Peluchette, 2013). If an employee does not follow the same then there is a probability that the employee get involved in the disciplinary form of action.

Safety and security are two issues that are to be considered by the authorities of an organization and are to be implemented to make sure that the organization remains prone to measures of safety (Guo, 2013). If any employee breaks the safety rules and the code of conduct for the same, there is a probability that the organization can take serious action against the employee under the disciplinary code of action.

Smoking cigarettes and consumption of alcohol in the office premises are considered to be unethical and if found by the authorities of the company, can result in the disciplinary act of the institution. The authorities of the company can find the act of smoking or drinking to be illegal and take severe actions and warning regarding the same. Disciplinary act of the institution is one of the major cases in this matter.

Damaging the property of the office premises and doing activities that can result in the loss of the things can make the authority take disciplinary action against the employees of the organization. The act of damage causing is one of the basic reasons why the authorities give warning and actions against the employees.

Stealing is one of the major crimes considered all over the world in every terms and every sense of the term and the employee who steals property or things both from the employees or from the company is termed as illegal (Morgan et al., 2012). The act of stealing can be either of intellectual types where the stealing is related to stealing of intellectual ideas or the monetary things from the office. Both can result in severe punishment of the employees by the organization and can also make sure to impose severe punishment orders.

Fraudulent activities are one of the major activities that can arouse disciplinary actions against the employees of a particular firm. The employees of a particular firm if found engaged in fraudulent activities can result in severe punishment and also result in termination of the employees in the longer run (Moorthy et al., 2015). The impact of the fraud activities can impact the organization on a severe basis and will make sure that the organization faces a number of loses. In terms of fraudulent activities, the employees can pass on the information of the organization to the other organization or can utilize the private information of the enterprise in their personal favors. These are some of the actions that demand fraudulent activities. 

Indulging in political activities

Sanitation is one of the major issues that need to be catered to by the employees of the organization other than which the organization can make disciplinary action against the employee for specific reasons. The sanitation issue includes cleanliness issues that are to be done by the employees both for the personal hygiene and the organization. If an employee does not involve in this, there is a chance that the person can result in disciplinary action of the same.

Use of professional property of the office for the personal use is one of the major reasons that can attract disciplinary action of the employee from the organization. The use of the office things and elements for the personal use of the employees is generally prohibited by the work and if the employee does not cater to that obligation, there is a probability of disciplinary action by the organization. The company always makes sure that none of the property of the organization has personal use which is one of the major reasons that is to be done by the employee.

Management of personal business during working hours scheduled by the organization is one of the major issues that can arouse the act of disciplinary act by the organization. Some of the employees of the organization manage and control their personal business or personal goals during the time of the business hours which can also hamper the working of the employees of the profession. This can result in lack of dedication of the office work that can result in disciplinary action of the employees.

The employees of a particular company are expected to perform well and also should behave properly with the employees of a firm. If one of the employees do not perform well within an organization and shows disrespect to the other organization member or to the company, then the employee can be subjected to disciplinary actions. The lack of courtesy of the members of the organization is liable to action which is to be processed by the other members of the firm.

The theories of the disciplinary actions that can be levied by the organization in controlling the action of the employees and also to set them according to the requirements of the organization. The theories and models implied for the same are as follows –

There are also two types of discipline model called Positive or Constructive Discipline and Corrective or Punitive Discipline.

Refusing to do the task on time

Positive or Constructive Discipline is defined as the form of discipline that is done by teaching each member of the staff to be self-disciplined and also to educate each one of the members about the rules and regulations of the organization so that they do not face such similar situations in future.

This type of discipline is also known as Preventive discipline as the base of the discipline is to implement rules and regulations on all the employees and also to make sure that the employees abide by the rules through a written consent done by the employees of the organization. The preventive discipline measure is one of the foremost measure that is to be implied by the organization in making the employees work.

In this method of discipline, the employees are punished who violate the code of conduct and are barred from doing future mistakes by making them aware of their own mistakes and terms. The corrective measure is generally applied to the employees of the organization who do major faults and are subjected to major disciplinary actions by the organization.

The aspect of this method of discipline is to make sure that the employees do not make the same mistake again and so that the employee of the organization are subjected to corrective measures by the same. The punitive disciplinary measures are the ones that make the employees feel bonded and subjected to punishment.

Under the heading of Corrective or Punitive Discipline, there falls these aspects – 

This is a form of constructive disciplinary act of the employees. Considering the fact that there is no negative human behavior and that only the positive aspects should be held and practiced are the major means of the positive approach model. The model encourages the positive side of the behavior of the employees and states that all the employees should follow the ethical and lawful code of conduct.

Sandwich Model

This is a mild type of disciplinary model that is used to rectify and find faults in the actions of the individuals without finding any defensive way to state it. The faulty employees are rebuked and given warning for their behavior without hurting the feelings of the employee in any way. The way of the sandwich model can be stated as follows

• Prepare
• Compliment
• Coach
• Encourage
• Follow up

This methods help in the rectification of the employees without making them feel guilty of their work.

Progressive Discipline Model

Use of abusive languages

This is one of the best followed model for the conduct of the disciplinary action of the staff. This model states that the employees should be rectified using a progressive model rather than punishing them at once (Gfroerer, Nelsen & Kern, 2013). This model emphasizes on the rectification of the employees using the following stages

• Verbal warning
• Written warning
• Suspension or Demotion
• Termination

This method makes sure that the employee has time to rectify the behavior conducted by the person without making the employee follow any rigorous means.

The last and the cruelest way to make the employee of the organization disciplined is to implement the negative approach on the person. The negative approach of the disciplinary action follows the Hot Stove Theory which is one of the strictest theories conducted by the organization on the employees.

The Hot Stove Theory was introduced by Douglas McGregor and compares the impact the theory creates on the discipline action on the hot stove and conducting disciplinary action. When a person touches a hot stove, the impact of the action is immediate which means in the negative Hot Stove Theory the impact of the discipline is negative meaning that the employee can have an immediate disciplined way of action without the form of resentment (Miller, Poli & Rossel, 2013).

Based on the above models and approaches for the disciplinary action of the organization for the employees, the following disciplinary procedures can be implemented. The procedures help the workers of the employees to make sure that the working of the organization is done in a proper manner without any hindrance.

1. Preliminary Investigation

One of the most common and preliminary measures to implement disciplinary act on the employees of the organization is to subject them to preliminary investigation. The preliminary investigation makes sure that the employee has a chance to rectify the means and also to make sure that the warning is implied on the staff on a light basis. The preliminary investigation includes the making of reports and also to conduct an enquiry on the behavior of the staff so that there is a clear idea about the things. The preliminary investigation is one of the easiest and most effective ways to make sure that the staffs do not repeat the mistake done by them in future without giving them any strict punishment.

2. Giving Warning

After the preliminary investigation, if the employee refuse to follow the acts and the code of conduct implied upon him/her by the organization, then the employers give them warning so that the employee can meet up their requirements without any visible punishment or refute. The warning provided by the employers to the employees are also to make sure that the warning can be of two type’s namely verbal warning or written warning. Verbal warning is given for minor mistakes while written warning is for the employees who commit a series of misconducts or are not willing to change their attitude.

3. Arranging for a meeting with the authorities

Getting involved in fights

Arrangement of the meeting with the authorities is the second step in giving disciplinary punishment act to the employees of an organization who commit a serious kind of mistake and pay no heed to the warning given to them. This is one of the measures that acts on a medium level and make sure that the employees who are not interested in the working of the organization and are not paying any measure to the organization as a whole. The arrangement of meeting with the authorities make sure that the employee are provided with a heavy warning and so that the employees do not repeat their mistake in future.

4. Show Cause

Another measure that can lead to the punishment of the employees is the term of show cause that can affect the disciplinary act of the organization is the work of show cause associated with the same. Show cause is defined as the kind of disciplinary action which makes the participants of the organization and the ones who are facing the charges give required explanations to the authorities when asked for. In the concept of show cause the authorities ask different kinds of questions to the employee in question and the employee is bound to give serious evidence in support of his statement to the employer.

5. Termination of the employees

This is probably the last measure that is being applied to the employees of an organization when they have committed any mistake and are made to leave the organization on the basis of some serious charges levied on them like stealing or harassment. The termination of employees is done by the higher authorities on a serious note and needs serious evidence for that fact (Commisso & Finkelstein, 2012). Termination is one of the most severe means of punishment and one termination from an organization makes sure that the reputation of the employee in the corporate sector is lost and no better company is liable to provide job.

6. Fines

Fines are one of the most common means of disciplinary punishment by the organizations that are levied upon the workers of an organization. The mode of fine and the amount expected for the same varies on the different types of mistakes and the type of problems that the employee of the organization commits. The fine amount is directly proportional to the mistakes and is inversely proportional to the type of employee given the same. Fines are really one of the best warning disciplinary actions that can be levied on the staffs of the workplace.

7. Transfer

Dress Code

Transfer of an employee from one place to another is one of the basic ways of disciplinary actions that needs to be accessed to make the employee get used to the form of disciplinary action on the part of the organization. The transfer orders are to be meant to make sure that the employees who are not following the code of conduct or are making the work environment acceptable should be transferred out of their comfort zone and transferred to another place (Nery-Kjerfve & McLean, 2012). Transfer of the employee is one of the basic modes of disciplinary actions implied on the employee for the corrective measures.

8. Demotion

Demotion of the employee is again one of the most important ways to show the actions of the organization in the disciplinary mode of conduct. The demotion of the employee will make the person believe in the fact that he has committed a mistake which needs to be amended. The demotion process also makes sure that the person is not behaving properly at the position at which he is appointed which makes it one of the most humiliating disciplinary actions of all times. Demotion also makes sure that the employee can get the required amount of punishment without any form of severity.

9. Stopping increment

Money is one of the chief motivating factors that makes an employee work to their full capabilities in an organization. When an employee is made to work at a wage for a particular period and when the increment is stopped for the mistake of the employee, this accounts for a severity in punishment for the employee and also make sure that the employee is subjected to a factor of stopping increment in the long run. Salary increase motivates the employee and if there is a stop in salary due to the mistake of the employee then the worker should be motivated not to commit any further mistakes. 

Conclusion

In conclusion, it can be stated that disciplinary action is one of major means of attracting the workings of the employees of an organization. The employees of the organization are given responsibility to perform their task failing which they attract major amounts of disciplinary action which has to be borne by them in various means. The authorities of the organization are also given enough amount of control over the type of punishment they are supposed to give to each of the employees of the organization and for the particular reason. The employees of the organization are also make sure that their task should be completed otherwise they will attract a huge penalty from the authorities of the organization. There are various forms of disciplinary actions and models that help the authorities of the organization to implement the act of punishment on the employees and also to make sure that the employees are given enough penalties for the same. 

Safety and Security

Human Resource department is that department of the organization that deals with the various aspects of the employee or human resource management with special focus on various aspects of the employment and organization with special reference to compliance with labour law along with the focus on employment standards at the workplace, administration of employee benefits rendered by the employers of the organization, and some aspects of recruitment and dismissal that is to be done by the organization along the lines of various other factors (Stone & Stone, 2013). The job of the human resource department of an organization is just not to delve in various forms of employee recruitment but also retention of the employees considering various factors associated with the same. The recruitment of the staffs of the organization is one of the major task assigned to the human resource department of the organization and they are to be made sure that they perform the task with utmost diligence so that no worthy candidate is rejected in the process whereas no undeserving candidate is taken into consideration in the process of recruitment (Ulrich et al., 2012). The process involves various steps in the recruitment process of the workers so that the process conducted can be very fair and to the means of transparency. Along with the various processes that are required for the assessment of the candidates for the means of working, the process followed includes a set of exams and interviews. Interviews are one of the major means of recruitment process that needs to be included in the process of recruitment of employees so that the recruiters have a fair knowledge about the candidates and their style of presenting themselves (Tracey, 2016). The process of interview is required in the process of sales or customer handling department the most and should be treated with equal importance in all other sectors of the employment. In the following report, the various types of recruitment process is focussed with special reference to the interview process conducted by the human resource managers of the organization (Brinkmann, 2014). The following paragraphs highlight the different types of interview process conducted by the interviewer with the differences in them. In addition, the paragraphs highlight the ways and means of conduction of interview process and mistakes that the interview process has in them. Along with this, the recommendations that can be given to the interviewer and the interviewee is also given so that the interview process can be conducted without any flaws.

Alcohol or smoking in office

Interview is defined as the process of conducting meeting between the candidates and the employer in order to get a fair idea about the candidates and the specialities that the candidates have in them (Spradley, 2016). The process of interview is one of the most common means of recruitment process and should be conducted at all levels so that the candidate can be analysed on the basis of conversation and not only by the written test (Brinkmann, 2014). There are a number of aspects of the interview conducted by the recruiter. The benefits of conducting the interview process can be summed up as under –

One of the primary reasons to conduct the interview process is to investigate issues in an in deeper way. The mere written exam conducted by the employer is not enough to make sure that the candidate is fit for the job role both in terms of qualification and characteristics features which can be determined by the interview process (Grunschel, Patrzek & Fries, 2013).

Another reason for the importance of interview discover how individuals think and feel about a topic and why they hold certain opinions. There can be different types of opinions from a person when subjected to various types of questions or topics which can determine the amount of expertise a candidate has when subjected to a number of situations and questions (Spradley, 2016).

Thirdly, the need to investigate the use, effectiveness and usefulness of particular library collections and services is also determined by the interview conducted by the employer for the determination of the candidate for a required work. The aspect of interview help to make sure that the employee is knowledgeable enough for the conduction of the work.

Fourthly, the way to inform decision making, strategic planning and resource allocation are done thorough proper interview process of the same. When the interviewee is asked to address these problems on a communicative basis, his/her inclination for the same and the level of strategies that can be addressed can also be made sure. These are some of the basic features of the interview process that should be addressed.

Fifthly, the process of interview and discussion before the recruitment of the employee in a particular job role add a human dimension to impersonal data which is never possible in regards to the written examination held during a particular time. The personal touch to the process makes sure that the employee are viable to share their feedback and expectations for the same.

Damaging the property of the office

There are a number of advantages and disadvantages that is associated with the process of interview conducted by the employers of a particular organization. These advantages and disadvantages make sure that the people of the organization are employing the right means for the recruitment of the employees.

Advantages of the Interview Process

• One of the major advantages of the interview process is the fact that they provide detailed information about personal feelings, perceptions and opinions about the employee and the characteristics of the job role.
• Another advantage for the interview process is their allowance for more detailed questions to be asked by the interviewer to the interviewee.
• The process of interview process is there with a high response rate from the candidates. The candidates cannot ignore a particular question or can mend it in certain way (Jacob & Furgerson, 2012).
• The response can be recorded and can be used for future purpose. The interview process can make sure that the answers given by them are not biased by any means or influenced by others as that can be a means in group discussions.
• The response is to be recorded by the interviewer who is again one of the basis of the interview process. The interview process makes sure that the candidate can be very relaxed and sober in terms of the attitude and can give clarified answers for the same.

Disadvantages of the Interview Process

• The process of interview can be very time consuming if done on a one-to-one basis among the people of the organization. In terms of group discussions and written tests, a number of people can be made to work together and also to give the examination at the same time. In terms of personal interview, the interviewer is conducting the process on a one-to-one basis which means that if the number of candidates is more than one, then the next set has to wait for their turn. This makes the process very lengthy and time consuming.
• It can hamper the patience level of the interviewer as he/she has to conduct a number of interviews which can hamper the amount of patience the interviewer has in terms of the candidates.
• The process of personal interview for the job can be a costly affair as it is one of the basic ways in which the candidate can be evaluated. The cost of appointing the recruiter is there and also the cost of conducting the interview is to be beard by the organization which makes it relatively costly than group discussions and written tests.
• Another disadvantage that interview has is the scope of misunderstanding. There is a probability that the interviewee gives a particular answer to a question asked which can be transcribed in a wrong way by the interviewer which is again one of the basic problems of conducting a personal interview. The difference in understanding between the employer and the candidate can result in the problem of miscommunication.

One of the principle forms of interview process is the Structured Interview which is also known as the standardized interview or a researcher-administered survey. This is one of the most common quantitative methods of research which is one of the principle means of survey research. The principle aim of the interview process is to follow a proper structure for the interview process which includes the same kind of questions that is to be asked to the employees in exactly the same order as the previously asked question. The need for the structured interview is the fact that the answers for the interview questions can be aggregated along the lines of the questions and the comparison among the answers given by the candidates for the questions can be adhered to.

The process is mainly used for the statistical research but in recent years, it is being used in the process of hiring too. The process is not widely popular in the process of hiring and should be advocated by the employers for the same. One of the principle organizations that uses the form of structured interview is The United States Postal Service which has a proper structured interview structure in it which it uses in the various types of interview process conducted by it. The department has produced and published its own set of structured interview questions for the same and published it for the use of the public platform.

Unstructured Interview is defined as the type of interview process in which the type and the arrangement of questions are not arranged according to the needs of the interview process. The type of interview process is one of the most free-flowing interview process that is non directive in nature. Non directive interview process makes sure that the interview questions are free flowing and informal in the sense. The type of interview is mainly adhered to the normal interview process conducted by the people of the organization in then impromptu interviews conducted by them to the clients. Another way in which the interview can be done is the place of interview on an informal level where the questions are organic and to the point directed at the person to whom the interview is being conducted. The unstructured interview is done for the process of prompt and truthful answers which cannot be biased at any measures. This type of interview is mainly conducted at the job interview process where there are a set of questions that are to be asked to each of the candidates but at the same time there are some of the impromptu questions that are to be assessed by each of the candidates and also the interviewees are answering the same.  

There are a lot of differences between the structured and unstructured interview conducted by the employers for assessing the employee of the organization. The differences are as follows –

On the basis of the questions asked, the structured interview follows a set of questions that are preset by the interviewer while the unstructured interview process follows set of questions that are not preset by the interviewer. Some of the questions are researched but most of them are impromptu that are asked according to the situation. The type of questions asked is Quantitative for the Structured Interview and Qualitative for the Unstructured Interview process (Englander, 2012). The research method conducted is Descriptive for the Structured Interview while it is Exploratory for the Unstructured one. In the structured interview, the explicit factors are evaluated while in the unstructured interview, implicit factors are evaluated. The structured interview is followed by the Positivist while the unstructured interview is followed by the Interpretivist.

There are a number of Interview Models that should be followed

Personal Interview – Personal Interview is conducted on the model of one to one questions and answers that should be one of the major ways to know the amount of knowledge that the person has. Personal Interview is conducted to make sure that the candidate as the chance to answer the questions without any interruption from the other candidates. The personal interview is done on a unbiased way which is one of the major ways of conducting the personal interview of the same (Gjerde et al., 2012) . The scope of personal interview is very large as the candidates have the opportunity of expressing and answering in the same way as the candidate pleases to answer.

Group Interview – Group interview is conducted by the model of multiple interviews in one space where the interviewer asks same or different questions to different parties and is expected to answer them according to the needs of the questions of the same. The group interview can be biased for the fact that there are a number of people answering the question and so one candidate can be motivated or influenced by the other answer given by the other candidates. The fact that group interview is one of the major means of communicating the interview as it can encourage group discussions and the level of questions can be answered by all (Dilshad & Latif, 2013). A comparative analysis for the same can be done to measure the impact of the studies on each of the student.

Other than giving proper interview procedures and the type of interview questions for the conduction of proper interview process, there are some of the most common interview mistakes that are to be avoided for the better conduction of the interview process.

• Failure to prepare for the Interview – One of the primary interview mistakes done by the candidate during the time of the selection process is the failure of the candidate to prepare for the interview process (Houghton et al., 2012). The candidate need to prepare their part in the interview process so that the answers given by him/her can be accurate and apt.
• Failing to know the interviewer and about the organization – Another mistake the interviewee does is the lack of knowledge about the organization as well as the systems that operates in the organization process. The history and the about me section of the organization should be considered when preparing for a particular interview which is mistakenly not done by many of the aspiring candidates.
• Outfit faults – In order to come for an interview process, there needs to be a proper outfit so that the people of the organization can know that the candidate knows the code of conduct in a professional world. In addition, both the male and the female should wear formal and to the point outfit so that their outfits say a lot about the work they would do (Gilbert, 2012).
• Punctuality issues – One of the basic issues that should be followed by the organizational staffs as well as the aspiring candidates is the punctuality issues. A candidate on the date of interview is supposed to be punctual to the time and should put maximum efforts on being punctual. If a candidate is not punctual on the date of interview, then this is one of the biggest mistakes of the candidate.
• Using the mobile phone – Using mobile phones at or during the time of the interview process is one of the major mistakes done by the candidates of the time. The use of mobile phones is strictly prohibited in the premises and should be followed accordingly.
• Saying abusive about the previous employers – One of the principle mistakes done by the candidates during the time of the interview is saying bad or offensive things about the previous employers which can cast a bad impression on the new and upcoming organization.
• Getting too personal – Another mistake that is being committed by the candidate is getting too personal to the employers of a particular organization. There is absolutely no need to reveal unnecessary details about the personal life or choices or personal preferences that is required by the organization for the purpose of profession (Williams, 2014). Office premises is the place for professional communication which should be the only mode conducted.
• Body language – Another mistake during the time of the interview process is the wrong body language or posture conducted during the time of the interview process. The body language do play a vital role in the interview of the candidate and also make sure that the interview has a steady view on the positive and negative body language of the candidate (Mehrabian, 2017).
• Salary Discussions – Salary is one of the chief factors that motivates the employees of an organization to work hard and possess great results for itself in the plane. However, it is of equal importance to conduct the discussion of the salary issues on a face to face way and also to make sure that the salary given is apt for the job role. However, the discussion should be done on time and should not be done in a hasty manner at the beginning of the interview process. If this happens, then this is one of the prime mistakes of the candidates.
• Lying about past experiences – Lies are absolutely not worth it when it comes to past experiences and this is one of the major mistakes done by the candidates during the time of the interview process. Lies if detected can hamper the reputation of the candidate along with the determent of the job.
• Illegal activity – Illegal activity is one of the most important means and mistakes that should be avoided (Harrison & Lloyd, 2012). Only the fair means of interview should be conducted and no short tricks or tips should be encouraged in the process which is again one of the prime mistakes of the candidate during the time of the interview process.
• Being rude – Rudeness should be considered one of the major problems of the candidate of an interview process. Behavior of the candidate is one of the major means of attracting both positive and negative reviews from the interviewer. Rudeness is never appreciated and should be abolished.
• Leaking the questions – One of the principle mistakes that is being done by the candidate is the leaking of questions on social media or telling the questions to the other interviewee. This is one of the major mistakes done by the people seeking job.
• Angry – A candidate should never be short tempered and should be patient answering all the questions asked by the person during the time of the interview process. The anger control management things is one of the major things that should be considered.

Other than the mistakes and the causes for the same, there are some of the recommendations that are to be provided so that the mistakes of the same can be avoided at every sense. The recommendations for the proper interview mistakes can be stated as follows –

• Research the Organization – One of the major recommendations for the successful interview process is to research the organization that is to be analyzed while opting for the job. The organization and the history of the place along with the founders of the place should be analyzed well before opting for the job in the place. The organizational research should be done in accordance with the same (de Souza, Haines, & Jay, 2014). If the candidate researches the organization well, there is a probability that the candidate can answers most of the questions well related to the organization.
• Practice answers – There are some basic questions that are asked in the interviews in most of the organizations and every candidate before opting for the interview should prepare well for the better answering of the questions.
• Clothes – Clothes are one of the major issues in the interview process. If the clothes at the beginning of the interview are well balanced and apt for the job role and the post then the interview conducted is the same. The clothes play a major role in deciding the result of the interview process.
• No cell phone usage – Cell phone usage should not be done in the interview process or in the office premises at the time of the interview. Cell phone is definitely not something that should be used on a professional front and the whole concentration should be on the interview and the subject asked for.
• Be patient – Patience is one of the greatest virtue that should be encouraged by the student for the better doing of the interview schedule. The interviewee should be encouraged for the same and should be made patient to make sure that the interview goes on smoothly.
• Answer confidently – Confidence is one of the major keys of the interview success and so when a candidate is supposed to go through a round of interview then the answers should be given with confidence so that the candidate can be termed as very smooth and to the point.
• Prompt reply – One of the major ways of getting through an interview process is to give prompt reply to the interviewer and the organization. The answers should be apt to the questions and should be prompt as there are some questions that need to be answered other than the subject of the person.
• Do not panic – Panic is one of the major negatives that should be considered for the interviewee and should be done in the interview process. The panic can ruin the confidence of the interview and the candidate is supposed to go on a bad phase in front of the recruiter.

Conclusion

In conclusion, it can be said that interview is surely one of the major means of recruitment of an employee in an organization where only the written document does not play a proper part in the play. The recruitment process can include one of the basic amenities of the interview process and can be one of the most effective means of taking and recruiting the people of the organization. The concluding paragraphs of the report advocates the fact that interview is one of the major means of making the job profile better as with the interview process the candidate is able to give proper kind of answers and advocates the proper types of job profile for the same. In the previous paragraphs, it is being highlighted that interview is one of the major means of selection process. The interview process is one of the major ways to make sure that the candidate gets the proper amount of exposure and is considered one of the pivotal process through which selection of the candidate is done on a major basis. 

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