A PROPOSED MODEL FOR MEASURING THE IMPACT OF EFFECTIVE JOB INTERVIEWS ON RECRUITING AND MANAGING EMPLOYEES TALENT

The aim of this research was to identify the impact of effective job interviews on talent management for employees of iron and steel companies in Suez Governorate. It also aimed to identify factors that undermine the effectiveness of job interviews. And its impact on talent management in its various dimensions. A proportional stratified random sample was selected from the total community, which is estimated at (730) individuals representing senior management and human resources management personnel in the companies under study. A sample was selected from the previous community, estimated at (185) individuals, and the number of correct responses was (166) questionnaires, representing 89%. The researcher also relied on the descriptive analytical approach, SPSS version 22 was used, and statistical methods were used such as the regression method, descriptive statistics, and Cronbach's alpha coefficient. The study found a high level of awareness among sample members regarding the impact of the job interview on talent management. The arithmetic means for all statements were within the "very high" level, indicating the sample members' awareness of the importance of the job interview. " Not clarifying what the job requiires " and "unintended interviewer behavior" as the two variables most influential in recruiting talent. It was found that three variables had a significant influence: first impressions and Snap judgments, Not clarifying what the job requiires, and unintended interviewer behavior This confirms the importance of these dimensions in accurately and fairly evaluating the performance of talented individuals.