Interviewing candidates How structured they are The questions they contain The errors that undermine the interview’s usefulness and how can conduct effective

Interviewing candidates

How structured

they are

The questions

they contain

The errors that undermine the

interview’s usefulness and how

can conduct effective interviews

We can classify selection interviews according to

Structured interviews

Unstructured interviews

How structured they are

Unstructured interviews

in this type of interviews the managers follow no set format

and there is no formal guide for scoring right or wrong answers

Structured interviews

in this type of interviews the interviewers follow a printed form

to ask a series of questions and score possible answers. Sometimes comments are printed beneath the

questions.For example (how did you obtain your present job) the interviewer writes his

comment( he had shown self reliance in getting his job)

More valid and reliable

Increases consistency

across candidates

Less talented interviewers can conduct

better interviews

The question is which one is better?

Most of interviewers prefer structured interviews

in addition it Reduces overall subjectivity and the potential of

bias

There is no mutual interaction between the

interviewer and the candidate.

The big disadvantage of the structured interview

there is no opportunity to ask follow up

questions and the applicants can not

speak frankly.

Therefore, blindly following a structured

format is not advisable, it is best to combine the two

Or use panel interviews

Panel interviews

Is an interview conducted by a team of interviewers (2 0r 3) who together interview each candidate and then combine their ratings into a final panel score.

Panel interviews

This type of interviews enables the interviewer to ask follow-

up questions and this may elicit more meaningful

responses than are normally produced by one on one

interviews.

Video/ web interviews

Computerized interviews

New approaches for interviewing using Internet

Video interview

*Some companies use the internet to do the interview particularly the initial interviews through Skype.

*Skype interview does not require special preparation for the interviewer.

*The applicants use their own camera supported Pc.

*The applicants must be sure that they look presentable, clean up their rooms, speak clearly and be confident.

computerized interview

*These interviews are done online.

*The interviewers ask the applicants a series of oral or written questions regarding their background.

*The applicants just log in to a website and answer the questions.

*The program measures the time taken to complete each question

General questions

Specific questions

Types of questions that can be asked in interviews

The second part

General questions

*What are your main points of strength and weakness?

*What would you like to do in the next 5 years?

Why do you want this job? What led you to be interested in this job?

What difficulties have you faced in the past? How did you overcome?

This type of questions doesn’tprovide much information about how the

candidate will do on the job.

*Situational questionsHow they react to a hypothetical situation today or tomorrow

Specific questions

*Behavioral questionsHow they reacted to actual situations in the past

*Job related questionsWhich courses did you like best in your study

*stress questionsHow they can deal with the difficult situations

The errors that undermine an interview's

usefulness

The third part

The interviewers tend to jump to conclusions – make snap judgment about the applicant

during the first few minutes of the interview based on his personal appearance, his walk, his

smile and so on

The First Error

Snap judgment

The interviewers who do not have more information about the job, usually make their

decisions based on incorrect impressions or stereotypes of what a good applicant is

Not clarifying the job’s requirements

The second error

The interviewers are influenced by personal characteristics such as attractiveness, gender and

disability .The candidates who have poor physical attributes have less chance to obtain the job even when they

perform very well in the interview

The Third Error

Effect of personal characteristics

There are things that un interviewer and candidate can do

to make the interview more successful

For the interviewer

He should

Using structured interviews

Clarifying the job’s requirements

Avoiding the assessment of the applicants based on the first impression

What makes a good applicant

Clever candidate must know that the interviewers ratings are affected by the applicant’s nonverbal

behavior.

so he must utilize that fact

He can promote his accomplishments to create the impression of competence

he can appear to agree with the interviewer’s opinions. Doing so means

that they share the same believes

Any person has half a minute to make an impact and after that, all he is doing is building on a good or a bad

first impression

The bottom line is that, an applicant who starts well could easily end up with high ratings, but if a

candidate starts poorly, it’s impossible to overcome that very bad impression.

How can you conduct un successful interview?

HOW TO CONDUCT AN EFFECTIVE INTERVIEW

1- Make sure you know the job Do not start the interview unless you understand the job and what human skills you’re looking for. Study the job description.

2- Structure the interviewBase questions on actual job duties. Use job knowledge, situational, or behavioral questions, Use descriptive rating scales (excellent, fair, poor) to rate answers. If possible, use a standardized interview form.

3- Get organizedHold the interview in a private room where telephone calls are not accepted and you can minimize interruptions.

Copyright © 2013 Pearson Education Chapter 7-31


4- Establish rapport start by putting the person at ease. Greet the candidate and

start the interview by asking question, about the weather or the traffic conditions that day. Also, let the candidate know what the timeframe is for the interview.

5- Ask questionsTry to follow the situational, behavioral, and job knowledge

questions.



6- Take notesTake brief notes while conducting the interview. Doing so may help avoid making a snap decision and may also help jog your memory once the interview is complete.

7- Close the interview Leave time to answer any questions the candidate may have and, if appropriate, to advocate your firm to the candidate.

8- Review the interviewAfter the candidate leaves, review your interview notes. Then score the interview guide answers and make a decision.


The concept of the Selection Interview

Selection interview is a selection procedure designed to predict

future job performance based on applicants’oral responses to oral

inquires

THE NEED FOR EFFECTIVE RECRUITING

• Why recruiting is important?• What makes recruiting a challenge?• How organize the recruitment?• How to measure recruiting effectiveness?

Copyright © 2013 Pearson Education

Chapter 5-35

Finding the best employees takes time, and being effective is crucial to organizational success. • Effective recruiting allows a company to fill

open positions & hiring better talent than competitors more quickly.

• The justified belief is that the better the employees, the better the company. Even with high unemployment rates, finding qualified employees can be difficult.


Chapter 5-36

.Why Recruiting Is Important

What makes recruiting a challenge

First, some recruiting methods are superior to others.

• Second, the success of recruiting depends on non-recruitment issues and policies.

• Third, employment law prescribes what you can and cannot do when recruiting.


Chapter 5-37

• For many firms, it’s much easier to recruit centrally for many reasons:

• to apply the company’s strategic priorities• to reduce duplication,• the widening use of the Internet.

• The HR manager who is charged with filling an open position is seldom familiar with the job itself. Someone has to tell him what the position really entails, and what key things to look for. Only the supervisor can do this. Copyright © 2013 Pearson

EducationChapter 5-38

Organizing how you recruit

Testing candidates

Cognitive tests

Personality tests

Performanc tests

Types of tests

Which are given to some jobs such as

financial jobs

Personality tests which are given to some jobs such as sales jobs to draw

conclusion about the person behaviour

Which are given to secretarial and

technical jobs

Advantages and disadvantages of tests

The advantages

It helps to verify the accuracy of the

data in the application form

It distinguish between the candidates based on objective criterias

The disadvantages

The high cost of tests. It requires experts to

design them

The problem of stress and anxiety associated

with tests

Documents

Interviewing candidates How structured they are The questions they contain The errors that undermine the interview’s usefulness and how can conduct effective