3. Appraisal Interview
-An interview where supervisor and employee
discuss the employee’s rating and possible remedial
actions.
Exit Interview
- An interview to elicit information about the job
or related matters to the employer some insight into
what’s right or wrong about the firm.
6. Unstructured or Nondirective Interview
- interviewer pursues points of interest as they
come up in response to questions.
Structured or Directive Interview
- An interview following a set sequence of
questions.
7.
8.
9. Disadvantage
Not a reliable
research data
Difficult to do the
same process to
another person
Advantage
Able to pursue
points of interest
A richer and more
honest response
UNSTRUCTURED INTERVIEW
10. Disadvantage
Can’t pursue
points of interest
The interview
effect
Advantage
Reliable research
data source
Standardized
questions makes
the process
Efficient
STRUCTURED INTERVIEW
12. Situational Interview
- A series of job-related questions that focus on
how the candidate would behave in a given situation.
Behavioral Interview
- A series of job-related questions that focus on
how they reacted to actual situations in the past.
Job-related Interview
- A series of job-related questions that focus on
relevant past experiences.
13. Stress Interview
- An interview in which the interviewer seeks to
make the applicant uncomfortable with occasionally rude
questions that supposedly to spot sensitive applicants
and those with low or high stress tolerance.
Puzzle Questions
- Recruiters for technical, finance, and other types
of jobs use questions to pose problems requiring unique
(“out-of-the-box”) solutions to see how candidates think
under pressure.
15. Interviews are a good predictor of
performance
Interviews should be structured and
situational
Be careful what types of traits you try
to assess
17. First Impressions
- The tendency for interviewers to jump to
conclusions-make snap judgments-about candidates
during the first few minutes of the interview.
- Negative bias: unfavorable information about an
applicant influences interviewers more than does
positive information.
18. Misunderstanding the Job
- Not knowing precisely what the job entails and
what sort of candidate is best suited causes
interviewers to make decisions based on incorrect
stereotypes of what a good applicant is.
Candidate-Order Error
- An error of judgment on the part of the
interviewer due to interviewing one or more very good
or very bad candidates just before the interview in
questions
19. Nonverbal Behavior and Impression Management
- Interviewers’ inferences of the interviewee’s
personality from the way he pr she acts in the
interview have a large impact on the interviewer’s
rating of the interviewee.
- Clever interviewees attempt to manage the
impression they present to persuade interviewers to
view them more favorably.
20. Effect of Personal Characteristics:
Attractiveness, Gender, Race
- Interviewers tend to have a less favorable view of
candidates who are:
Physically unattractive
Female
Of a different racial background
Disabled
21. Interviewer Behavior Affecting Interview
Outcomes
- Inadvertently telegraphing expected answers.
- Talking so much that applicants have no time to
answer questions.
- Letting the applicant dominate the interview.
- Acting more positively toward a favored (or similar to
the interviewer) applicant.
22. The Structured Situational Interview
- a series of job-relevant questions with predetermined
answers that interviewers ask of all applicants for the job.
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
23. Step 1: Make sure you know the job
Step 2: Structure your interview
- Base questions on actual job duties.
- Use job knowledge, situational, or behaviorally
oriented questions and objective criteria to evaluate the
interviewee’s answers.
- Use the same questions with all candidates.
- Use descriptive rating scales (excellent, fair, poor) to
rate answers.
- If possible, use a standardized interview form.
24.
25. Step 3: Get organized/Prepare for the
Interview.
Do interview in a quiet room with no interruptions
Review resume and make notes
Know the duties of the job
Focus questions on skills that are a must
Don’t make snap judgments
26. Step 4 & 5: Establish Rapport & Ask
Questions
Put interviewee at ease
Begin interview with an ice breaker
Be aware of the applicant’s status
Follow your list of questions
Ask for examples
27.
28. Step 6: Take a brief, unobtrusive notes during the
interview.
Step 7 & 8: Close and review the interview.
Leave time to answer questions
End on a positive note
Inform in writing of a decision if that’s your policy
Review notes and fill in structured form
Timely review reduces snap judgments
29. Prepare for the interview and focus on
four basic required factors:
- Knowledge and experience
- Motivation
- Intellectual capacity
- Personality
30. What must the candidate know to perform the job?
What experience is absolutely necessary to perform
the job?
Are there any unusual energy demands on the job?
What should the person like doing to enjoy this job?
Is there anything the person should not dislike?
Are there any essential goals or aspirations the person
should have
31. Are there any specific intellectual aptitudes required?
How complex are the problems the person must solve?
What are the critical personality qualities needed for
success?
How must the job incumbent handle stress, pressure,
and criticism?
What kind of interpersonal behavior is required in the
job up the line, at peer level, down the line, and outside
the firm with customers?
32. Formulate questions to ask in the interview
• formulate a combination of situational and behavioral questions,
plus open-ended questions
Conduct the interview
• have a plan: devise and use chronological plan to guide the
interview.
• follow your plan: start with an open-ended topic such as, “ Could
you tell me about what you did when you were in high school?”
Match the candidate to the job
• draw conclusions about the person’s relevant intellectual
capacity, knowledge and experience, motivation, and personality.
(Sample Interview Evaluation Form)
33. Be prepared by learning about the
company, the job and the recruiters
Uncover the interviewer’s real needs and
relate to those needs
Pause, think, then speak
Nonverbal behavior important
Make a good 1st impression, be
enthusiastic
Editor's Notes
Unstructured Sequential Interview
- An interview in which each interviewer forms an independent opinion after asking different questions
Structured Sequential Interview
- An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form.
Panel Interview
- An interview in which a group of interviewers questions the applicant.
Mass Interview
- A panel interviews several candidates simultaneously.
Phone Interviews
- Neither party need worry about things like appearance or handshakes; each can focus on substantive answers.
Video/Web-Assisted Interviews
- Firms have long used the Web to do selection interviews(particularly the initial/prescreening interviews), and with the widespread use of Skype™-type products.
Computerized Interviews
- An interview in which a job candidate’s oral and/or computerized replies are obtained in response to computerized oral, visual, or written questions and/or situations.