Presentation on theme: "Interviewing Candidates"— Presentation transcript:
1Interviewing Candidates Chapter 7Interviewing CandidatesList the main types of selection interviews.Explain and illustrate at least six factors that affect the usefulness of interviews.Explain and illustrate each guideline for being a more effective interviewer.Effectively interview a job candidate.
2Basic Features of Interviews A procedure designed to obtain information from a person through oral responses to oral inquiries
3Basic Features of Interviews Types of InterviewsSelection InterviewA selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries.Appraisal InterviewA discussion, following a performance appraisal, in which supervisor and employee discuss the employee’s rating and possible remedial actions.Exit InterviewAn interview to elicit information about the job or related matters to the employer some insight into what’s right or wrong about the firm.
4Basic Features of Interviews Interview FormatUnstructured InterviewAn unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions.Structured InterviewAn interview following a set sequence of questions.
5Basic Features of Interviews Interview Contents (Types of Questions)Situational InterviewA series of job-related questions that focus on how the candidate would behave in a given situation.Behavioral InterviewA series of job-related questions that focus on how they reacted to actual situations in the past.Job-related InterviewA series of job-related questions that focus on relevant past job-related behaviors.Stress InterviewAn interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance.
6Basic Features of Interviews Puzzle QuestionsRecruiters for technical, finance, and other types of jobs use questions to pose problems requiring unique (“out-of-the-box”) solutions to see how candidates think under pressure.
7Basic Features of Interviews Administering the InterviewsUnstructured Sequential InterviewAn interview in which each interviewer forms an independent opinion after asking different questions.Structured Sequential InterviewAn interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form.Panel InterviewAn interview in which a group of interviewers questions the applicant.Mass InterviewA panel interviews several candidates simultaneously.
8Basic Features of Interviews Administering the InterviewsPhone and Video InterviewTo do the interview using phone or videoconference.ComputerizedInterviewAn interview in which a job candidate’s oral and/or computerized replies are obtained in response to computerized oral, visual, or written questions and/or situations.Web Assisted InterviewTo do the interview using PC video camera via webcasts.
9What Can Undermine An Interview Usefulness? Factors Affecting the Usefulness of InterviewFirst Impressions (Snap Judgments)Negative BiasMisunderstanding the JobCandidate order (Contrast) Error and Pressure to HireNonverbal Behavior and Impression ManagementEffect of Personal CharacteristicsInterviewer Behavior
10Designing and Conducting An Effective Interview What is needed to avoid interviews problems?1Know the problems and avoid them.2Use structured interviews
11Designing and Conducting An Effective Interview The Structured Situational Interview1Job Analysis2Rate the Job’s Main Duties3Create Interview Questions4Create Benchmark Answers5Appoint the Interview Panel and Conduct Interviews
12Designing and Conducting An Effective Interview How to Conduct a More Effective Interview?1Structure your interview2Prepare for the interview3Establish rapport4Ask questions5Close the interview6Review the interview