This document provides an overview of interviewing candidates as part of the recruitment and selection process. It defines different types of interviews including selection interviews, appraisal interviews, and exit interviews. It also describes structured and unstructured interview formats. The document outlines different types of interview questions such as situational, behavioral, and background questions. It discusses personal interview styles like unstructured sequential, structured sequential, and panel interviews. The document also briefly introduces computerized selection interviews. The overall purpose is to explain different interview approaches and techniques used during the recruitment process.

1. Government College Women University, Faisalabad
Subject Human Resource Management
Course code BBA-506
Class & Section BBA 5th (A)(Morning)
Department Business administration
Chapter Name: Interviewing Candidates
Lecture # 8

2. © 2005 Prentice Hall Inc.
All rights reserved.
PowerPoint Presentation by Charlie
Cook
The University of West Alabama
t e n t h e d i t i o n
Gary Dessler
Chapter 7 Part 2 Recruitment and Placement
Interviewing Candidates

3. LEARNING OBJECTIVES
After studying this chapter students will be able to explain:
⮚1. List the main types of selection interviews.
⮚2. List and explain the main errors that can undermine an
interviews usefulness.
⮚3. Define a structured situational interview.
⮚4. Explain and illustrate each guideline for being a more effective
interviewer.
⮚5. Give several examples of situational questions, behavioral
questions, and background questions that provide structure.
6–3

4. 7–4
Basic Features of Interviews
⮚An interview
– A procedure designed to obtain information from a
person through oral responses to oral inquiries
⮚Types of interviews
– Selection interview
– Appraisal interview
– Exit interview
⮚Interviews formats
– Structured
– Unstructured

5. 7–5
Types of Interviews
⮚Selection interview
– A selection procedure designed to predict future job
performance on the basis of applicants’ oral responses
to oral inquiries.
⮚Appraisal interview
– A discussion, following a performance appraisal, in
which 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. 7–6
Formats of Interviews
⮚Unstructured or nondirective interview
– An unstructured conversational-style interview in
which the 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. 7–7
Interview Content: Types of Questions
⮚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 job-related behaviors.

8. 7–8

9. 7–9

10. 7–10

11. 7–11
Interview Content: Types of Questions
⮚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.

12. 7–12
Personal or Individual Interviews
⮚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.

13. 7–13
Personal or Individual Interviews
⮚Panel (broad) interview
– An interview in which a group of interviewers
questions the applicant.
⮚Mass interview
– A panel interviews several candidates simultaneously.

14. 7–14
Computerized Interviews
⮚Computerized selection interview
– 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.
⮚Characteristics
– Reduces amount of time managers devote to
interviewing unacceptable candidates.
– Applicants are more honest with computers
– Avoids problems of interpersonal interviews
– Mechanical nature of computer-aided interview can
leave an applicant dissatisfied.

15. References
⮚Book: Human Resource Management by Gary
Dessler, 13th edition.
7–15

16. Thank You Students
Best of Luck for the Learning Process