2 We can classify selection interviews according to The questions they containThe errors that undermine the interview’s usefulness and how can conduct effective interviewsHow structured they are
3 How structured they are Unstructured interviews Structured interviews
4 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
5 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)
6 The question is which one is better? Most of interviewers prefer structured interviewsLess talented interviewers can conduct better interviewsIncreases consistency across candidatesMore valid and reliable
7 in addition it Reduces overall subjectivity and the potential of bias
8 The big disadvantage of the structured interview There is no mutual interaction between the interviewer and the candidate.
9 there is no opportunity to ask follow up questions and the applicants can not speak frankly.
10 Therefore, blindly following a structured format is not advisable, it is best to combine the two
12 Panel interviewsIs 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.
13 Panel interviewsThis 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.
14 New approaches for interviewing using Internet Computerized interviews Video/ web interviewsComputerized interviews
15 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.
16 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
17 Types of questions that can be asked in interviews The second partTypes of questions that can be asked in interviewsGeneral questionsSpecific questions
18 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.
19 Specific questions *Situational questions *Behavioral questions How they react to a hypothetical situation today or tomorrow*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
20 The errors that undermine an interview's usefulness The third partThe errors that undermine an interview's usefulness
21 The First Error Snap judgment 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
22 Not clarifying the job’s requirements The second errorNot clarifying the job’s requirementsThe 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
23 Effect of personal characteristics The Third ErrorEffect of personal characteristicsThe 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
24 There are things that un interviewer and candidate can do to make the interview more successful
25 Using structured interviews Clarifying the job’s requirements For the interviewerHe shouldUsing structured interviewsClarifying the job’s requirementsAvoiding the assessment of the applicants based on the first impression
26 What makes a good applicant so he must utilize that fact Clever candidate must know that the interviewers ratings are affected by the applicant’s nonverbal behavior.so he must utilize that fact
27 he can appear to agree with the interviewer’s opinions he can appear to agree with the interviewer’s opinions. Doing so means that they share the same believesHe can promote his accomplishments to create the impression of competence
28 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
29 overcome that very bad 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 toovercome that very bad impression.
34 the Selection Interview The concept ofthe Selection InterviewSelection interview is a selection procedure designed to predict future job performance based on applicants’oral responses to oral inquires
40 Types of tests Personality tests Performanc tests Cognitive tests Personality tests which are given to some jobs such as sales jobs to draw conclusion about the person behaviourWhich are given to some jobs such as financial jobsWhich are given to secretarial and technical jobs
41 Advantages and disadvantages of tests The advantagesThe disadvantagesIt helps to verify the accuracy of the data in the application formThe high cost of tests. It requires experts to design themIt distinguish between the candidates based on objective criteriasThe problem of stress and anxiety associated with tests