4 Types of InterviewsSelection interview is a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries.Appraisal interview is a discussion, following a performance appraisal, in which supervisor and employee discuss the employee’s rating and possible remedial actions.Exit interview: When an employee leaves a firm for any reason, one often conducts an exit interview.
7 Structured vs. Unstructured Interviews Unstructured or nondirective interviews generally have no set format. The lack of structure allows the interviewer to ask follow-up questions and pursue points of interest as they develop. Interviewees for the same job may or may not get the same or similar questions.Structured or directive interviews generally identify questions and all applicants are asked the same questions. Sometimes acceptable responses are specified in advance and the responses are rated for appropriateness of content.
10 Interview Content Situational interview Behavioral interview In a situational interview, you ask the candidate what his or her behavior would be in a given situation.“suppose you were faced with the following situation…..What would you do?”Behavioral interviewWhereas situational interviews ask interviewees to describe how they would react to a hypothetical situation today or tomorrow, behavioral interviews ask interviewees to describe how they reacted to actual situations in the past.“Can you think of time when....What did you do?”
11 Interview Content Job related interview Stress interview The interviewer tries to deduce what the applicant’s on the job performance will be based on his or her answers to questions about relevant past experiences.“Which course did you like best in business school?”Stress interviewThe interviewer seeks to make the applicant uncomfortable with occasionally rude questions.The aim is supposedly to spot sensitive applicants and those with low (or high) stress tolerance.
13 Administering the Interview Sequential interviews:Most interviews are one-on-one and sequential.In a one-on-one interview, two people meet alone and one interviews the other by seeking oral responses to oral inquiries.In a sequential (or serial) interview, several persons interview the applicant, in sequence, one-on-one, before a decision is made.Unstructured sequential interview, each interviewer may ask different questions.Structured sequential interview, each interviewer rates the candidates on a standard evaluation form, using standardized questions.
14 Administering the Interview Panel Interviews – occur when a group (panel) of interviewers (usually two or three) questions the candidate together and then combine their ratings into a final panel score.Mass interview. Here a panel interviews several candidates simultaneously.Phone and Video Interviews – are often conducted entirely by phone. These can actually be more accurate than face-to-face interviews for judging an applicant’s conscientiousness, intelligence, and interpersonal skills.Technology has also made interviewing by videoconferencing possible, saving time and travel costs.
15 Administering the Interview Computerized Interviews – involve computers administering the interview Most computerized interviews present the applicant with a series of questions regarding his or her background, experience, education, skills, knowledge, and work attitudes that relate to the job for which the person has applied.Video/Web Assisted Interviews – utilize PC video cameras to conduct interviews on line via Webcasts.
18 What Can Undermine An Interview’s Usefulness? First Impressions (Snap Judgments) – One of the most consistent findings is that interviewers tend to jump to conclusions about candidates during the first few minutes of the interview First impressions are especially damaging when the prior information about the candidate is negative.Misunderstanding the Job – Interviewers who don’t know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on incorrect or incomplete stereotypes of what a good applicant is.
19 What Can Undermine An Interview’s Usefulness? Candidate-Order (Contrast) Error and Pressure to Hire – means that the order in which you see applicants affects how you rate them. Managers had to evaluate a candidate who was “just average” after first evaluating several “unfavorable” candidates. They scored the average candidate more favorably.Nonverbal Behavior and Impression Management – can have a surprisingly large impact on an applicant’s rating. Nonverbal behaviors are probably so important because interviewers infer the interviewee’s personality from the way he or she acts in the interview.
20 What Can Undermine An Interview’s Usefulness? Effect of Personal Characteristics: Attractiveness, Gender, Race – Interviewers have to guard against letting an applicant’s attractiveness, gender, and race play a role in their rating.Interviewer Inadvertent Behavior - Telegraphing refers to the interviewer inadvertently evoking the expected answers.Some interviewers talk so much that applicants have no time to answer questions.Some interviewers let the applicant dominate the interview, and so don’t ask all their questions.Other interviewers play district attorney.Some interviewers play amateur psychologist, unprofessionally probing for hidden meanings in everything the applicants say.
25 Situational (What Would You Do) Questions Suppose your boss insisted that a presentation had to be finished by tonight. Your subordinate said she has to get home early to attend an online class, so she is unable to help you. What would you do?The CEO just told you that he’s planning on firing your boss, with whom you are very close, and replacing him with you. What would you do?
26 Behavioral (Past Behavior) Questions Tell me about a time when you had to deal with a particularly obnoxious person. Describe the situation in detail, and explain how you handled it.Tell me about a time when you were under a great deal of stress. What was the situation, and how did you handle it?
27 Background QuestionsWhat kind and how much experience have you had actually repairing automobile engines?Describe the types and years of experience you have had creating marketing programs for consumer products?