The Interview Process The Interview Process http://flickr.com/photos/desiitaly/2304874364/

Main Purposes Organization gains information and impressions about the applicant Applicant gains information and impressions about the organization Start of the process of selection (by both parties) Opportunity for applicant to also decide if this the place and these are the people they would choose to work with

Organization gains information and impressions about the applicant

Applicant gains information and impressions about the organization

Start of the process of selection (by both parties)

Opportunity for applicant to also decide if this the place and these are the people they would choose to work with

Interview Structures Questions prepared Interviewer knows how well applicant meets person profile Applicant has chance to ask about organization and job Unstructured Interviewer provides no guidance Applicant encouraged to do most of talking Focus on the person/job fit

Structures

Questions prepared

Interviewer knows how well applicant meets person profile

Applicant has chance to ask about organization and job

Unstructured

Interviewer provides no guidance

Applicant encouraged to do most of talking

Focus on the person/job fit

Interview Panel Interview Conducted by two or more interviewers Should be representative of client group Same questions addressed to all applicants Panel members should all take notes and assess responses Notes are combined at conclusion

Panel Interview

Conducted by two or more interviewers

Should be representative of client group

Same questions addressed to all applicants

Panel members should all take notes and assess responses

Notes are combined at conclusion

Common Criticism of Interviews Lack of preparation Interviewers who do not understand the requirements of the job to be filled Applicants have not carried out enough research Talkativeness Interviewers who talk to much and listen too little Stereotyping Set idea what candidate should look/be like Spend interview comparing with theoretical model Halo Effect Interviewers allow one aspect/characteristic to colour judgement

Lack of preparation

Interviewers who do not understand the requirements of the job to be filled

Applicants have not carried out enough research

Talkativeness

Interviewers who talk to much and listen too little

Stereotyping

Set idea what candidate should look/be like

Spend interview comparing with theoretical model

Halo Effect

Interviewers allow one aspect/characteristic to colour judgement

Interviews Inconsistency Interviewers need to apply same standards and same importance to attributes and characteristics, as they do to obvious qualifications Just like me Interviewers become aware of similar biographical data to their own and let it affect their judgement Negative information Not influenced by some negative aspect of application Cultural difference Different body language, ways to show respect, name conventions, language

Inconsistency

Interviewers need to apply same standards and same importance to attributes and characteristics, as they do to obvious qualifications

Just like me

Interviewers become aware of similar biographical data to their own and let it affect their judgement

Negative information

Not influenced by some negative aspect of application

Cultural difference

Different body language, ways to show respect, name conventions, language

Selection Decision Physical makeup Any defects of health or physique which may be of occupational importance Attainments How well has the applicant done educationally? General intelligence How much did they display Special aptitudes Has the applicant any? Figures, music, drawing

Physical makeup

Any defects of health or physique which may be of occupational importance

Attainments

How well has the applicant done educationally?

General intelligence

How much did they display

Special aptitudes

Has the applicant any? Figures, music, drawing

Selection Decision Interests Are they intellectual, practical/constructional, physically active, social, artistic, analytical? Disposition How acceptable does the applicant seek to be to other people? Do they influence others? Are they self-reliant Circumstances What are these? (Human Rights Act)

Interests

Are they intellectual, practical/constructional, physically active, social, artistic, analytical?

Disposition

How acceptable does the applicant seek to be to other people?

Do they influence others? Are they self-reliant

Circumstances

What are these? (Human Rights Act)

Making the Appointment Verification of qualifications, references Formal job offer Letter of appointment http://flickr.com/photos/paulworthington/82648702/

Verification of qualifications, references

Formal job offer

Letter of appointment