Interview

Points for discussion  Types of interviews  Common mistakes  Effective interviewing techniques - from the views of both interviewer and interviewee

Types  Appraisal interviews  Exit interviews  Selection interviews

A Few Features  Structured – Unstructured  Content – Situational, Job Related, Behavioral, Stress, Puzzle  Administration – One to one, Sequential, Panel, Phone, Video Studies show that structured Interviews are more valid than unstructured interviews for predicting performance

Common Pitfalls  First Impressions  Misunderstanding the Job  Candidate-Order (Contrast) Error  Pressure to  Nonverbal Behavior  Impression Management  Effect of Personal Characteristics  Interviewer Behavior

How To Set Up and Effective Interview  Job Analysis  Rate the Job’s Duty  Create Interview Questions  Create Benchmark Answers  Appoint the Interview Panel  Conduct Interviews.

Conducting An Effective Interview Structure Your Interview – base questions on job duties – use specific job-knowledge, situational, or behaviorally-oriented questions – Prepare and use objective criteria to evaluate the interviewee’s responses – train interviewers – use the same questions with all candidates – use rating scales to rate answers – use multiple interviewers or panel interviews – design questions that reduce subjectivity, inaccurate conclusions, and bias – use a structured interview form – control the interview – take brief notes.

Conducting An Effective Interview  Prepare for the Interview  Establish Rapport  Ask Questions – The interviewer should follow the interview guide  Close the Interview –  Opportunity for the candidate to ask questions  advocate your firm to the candidate  end the interview on a positive note.  Review the Interview

Finally..  Background and reference checks  Selection Decision  Physical and Medical examination  Job Offer  Contract of employment