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HRM-Session 6 - Interviewing Candidates

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12 views15 pages

HRM-Session 6 - Interviewing Candidates

HRTP

Uploaded by

zainabkhilal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 15

HRM – Session 6

Interviewing
Candidates
1
Basic Types of Interviews

Selection Interview

Types of
Appraisal Interview
Interviews

Exit Interview

7–2
Selection Interview Structure

Selection Interview
Characteristics

Interview Interview Interview


structure content administration

7–3
Selection Interview Formats

Interview
Structure Formats

Unstructured Structured
(nondirective) (directive)
interview interview

7–4
Selection Interview Formats

Prepare a structured interview questionnaire


for interviewing candidates for the post of
“Receptionist cum Telephone Operator”
The questionnaire should contain between
12-15 questions.
Consider reliability and validity of the test.

7–5
EEO aspects of interviews

Use objective/job-related questions

Avoiding
Discriminatio Standardize interview
n in administration
Interviews
Use multiple interviewers

7–6
Interview Content

Types of Questions Asked

Situational Behavioral Job-related Stress


interview interview interview interview

7–7
Administering the Interview
Unstructured
sequential
interview

Structured
Panel
sequential
interview
interview
Ways in
Which
Mass
Interview Can Phone
interview be Conducted interviews

Video/Web-
Computerized
assisted
interviews
interviews

7–8
Three Ways to Make the Interview Useful

Structure the interview to


increase its validity

Making the Carefully choose what


Interview sorts of traits are to be
Useful assessed

Beware of committing
interviewing errors

7–9
What can undermine an interview’s usefulness?

Nonverbal behavior
First impressions
and impression
(snap judgments)
management

Interviewer’s Factors Affecting Applicant’s


misunderstanding An Interview’s personal
of the job Usefulness characteristics

Candidate-order Interviewer’s
(contrast) error and inadvertent
pressure to hire behavior

7–10
How to design and conduct an effective interview
 The Structured Situational Interview
Use either situational questions or behavioral
questions that yield high validities.
Step 1: Analyze the job.
Step 2: Rate the job’s main duties.
Step 3: Create interview questions.
Step 4: Create benchmark answers.
Step 5: Appoint the interview panel and
conduct interviews.

7–11
How to conduct a more effective interview
Being Systematic and Effective

1 Know the job.


2 Structure the interview.
3 Get organized.
4 Establish rapport.
5 Ask questions.
6 Take brief, unobtrusive notes.
7 Close the interview.
8 Review the interview.
7–12
Creating effective interview structures

Base questions on actual job duties.


Use job knowledge, situational or
behavioral questions, and objective
criteria to evaluate interviewee’s
responses.
Use the same questions with all
candidates.
Use descriptive rating scales (excellent,
fair, poor) to rate answers.
If possible, use a standardized interview
form. 7–13
Guidelines for Interviewees
Preparation is essential.
Uncover the interviewer’s real needs.
Relate yourself to the interviewer’s needs.
Think before answering.
Remember that appearance and enthusiasm
are important.
Make a good first impression.
Ask questions.

7–14
Next Assignment

• Next reading: Training and development

15

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