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PowerPoint Presentation by Charlie Cook

The University of West Alabama

1

Human Resource

ManagementELEVENTH EDITION

G A R Y D E S S L E R

2008 Prentice Hall, Inc.

All rights reserved.

Interviewing Candidates

Chapter 7

Part 2 | Recruitment and Placement


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2008 Prentice Hall, Inc. All rights reserved. 72

After studying this chapter, you should be able to:

1. List the main types of selection interviews.2. Explain and illustrate at least six factors that affect the

usefulness of interviews.

3. Explain and illustrate each guideline for being a more

effective interviewer.

4. Effectively interview a job candidate.


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Basic Features of Interviews

Interview

Structure

Interview

Administration

Selection

Interviews

Interview

Content


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Types of Interviews

Selection Interview

Appraisal Interview

Exit Interview

Types ofInterviews


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Interview Formats

Unstructured

or

NondirectiveInterview

Interview

Formats

Structured

or

DirectiveInterview


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Interview Content

Situational

Interview

Stress

Interview

Behavioral

Interview

Job-Related

Interview

Types of

Questions


7/20 2008 Prentice Hall, Inc. All rights reserved. 77

Administering the Interview

UnstructuredSequential

Interview

Structured

Sequential

Interview

Panel

Interview

Mass

Interview

Phone and Video

Interviews

Computerized

Interviews

Web-Assisted

Interviews

Ways in Which

Interviews Can

Be Conducted


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What Can Undermine An Interviews Usefulness?

Nonverbal Behavior

and Impression

Management

Applicants Personal

Characteristics

Interviewer

Behavior

FactorsAffecting

Interviews

First Impressions

(Snap Judgments)

InterviewersMisunderstanding

of the Job

Candidate-Order

(Contrast) Error and

Pressure to Hire


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How to Conduct a More Effective Interview

1

2

3

4

5

Suggestions:

Prepare for the Interview

Structure Your Interview

Establish Rapport

Ask Questions

Close the Interview

6 Review the Interview


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K E Y T E R M S

unstructured or nondirective interviewstructured or directive interview

situational interview

behavioral interview

job-related interview

stress interview

unstructured sequential interview

structured sequential interview

panel interview

mass interview

candidate-order error


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2002 Southwestern College Publishing. All rights reserved. 811

Selection Interviewing

EEO Concerns with Interviewing

Identify objective job-related criteria to be sought in

the interview

Specify the decision-making criteria used

Provide multiple levels of review for decisions Use structured interviews, asking the same

questions of all those interviewed


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Types of Selection Interviews

Figure 89


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Structured Interviews

Structured Interview

Uses a set of standardized questions asked of all job

applicants.

Useful for initial screening and comparisons

Benefits Obtains consistent information needed for selection decision

Is more reliable and valid than other interview formats

Meets EEO guidelines for the selection process


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Structured Interviews (contd)

Behavioral interview

Applicants are asked to give specific examples of

how they have performed a certain task or handled a

problem in the past.

Helps discover applicants suitability for current jobs

based on past behaviors.

Assumes that applicants have had experience

related to the problem.

Situational interviewApplicants are asked how they would respond to a

specific job situation related to the content of the job

they are seeking.


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Less Structured Interviews

Nondirective Interview

Applicants are queried using questions that are

developed from the answers to previous questions.

Possibility of not obtaining needed information.

Information obtained may not be not job-related orcomparable to that obtained from other applicants.

Stress Interviews

An interview designed to create anxiety and put

pressure on an applicant to see how the personresponds.


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Who Does Interviews

Video

Interviewing

IndividualsPanel

Interviews

Team

Interviews

Interviews


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Effective Interviewing

Conducting an Effective Interview

Planning the interview

Controlling the interview

Using proper questioning techniques

Question types to avoid in interviews Yes/No questions

Obvious questions

Questions that rarely produce a true answer

Leading questions

Illegal questions

Questions that are not job related


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Common

Selection

Interview

Questions

Figure 810


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Problems in the Interview

Problems in

the Interview

Halo

Effect

Snap

Judgments

Negative

Emphasis

Biases and

Stereotyping

Cultural

Noise


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