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HRM Dessler CH# 07
This document summarizes key aspects of interviewing candidates for jobs. It discusses the main types of selection interviews, factors that can affect the usefulness of interviews, and guidelines for conducting effective interviews. Specifically, it covers selection, appraisal, and exit interviews. It also outlines structured, unstructured, situational, behavioral, and job-related interview formats. Factors like nonverbal behavior, first impressions, misunderstanding the job, candidate order effects, and interviewer behavior are noted. The document provides tips for structuring an interview, preparing, establishing rapport, asking questions, closing the interview, and reviewing. Key terms are also defined.
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HRM Dessler CH# 07
- 1. Human Resource Management 1 ELEVENTH EDITION GARYDESSLER Part 2 | Recruitment and Placement Chapter 7 Interviewing Candidates © 2008 Prentice Hall, Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama
- 2. After studying thischapter, you should be able to: 1. List the main types of selection interviews. 2. Explain and illustrate at least six factors that affect the usefulness of interviews. 3. Explain and illustrate each guideline for being a more effective interviewer. 4. Effectively interview a job candidate. © 2008 Prentice Hall, Inc. All rights reserved. 7–2
- 3. Basic Features ofInterviews Selection Interviews Interview Structure Interview Content © 2008 Prentice Hall, Inc. All rights reserved. Interview Administration 7–3
- 4. Types of Interviews SelectionInterview Types of Interviews Appraisal Interview Exit Interview © 2008 Prentice Hall, Inc. All rights reserved. 7–4
- 5. Interview Formats Interview Formats Unstructured or Nondirective Interview © 2008Prentice Hall, Inc. All rights reserved. Structured or Directive Interview 7–5
- 6. Interview Content Types of Questions Situational Interview Behavioral Interview ©2008 Prentice Hall, Inc. All rights reserved. Job-Related Interview Stress Interview 7–6
- 7. Administering the Interview Unstructured Sequential Interview Structured Sequential Interview Web-Assisted Interviews Computerized Interviews Waysin Which Interviews Can Be Conducted Phone and Video Interviews © 2008 Prentice Hall, Inc. All rights reserved. Panel Interview Mass Interview 7–7
- 8. What Can UndermineAn Interview’s Usefulness? Nonverbal Behavior and Impression Management First Impressions (Snap Judgments) Interviewer’s Misunderstanding of the Job Factors Affecting Interviews Candidate-Order (Contrast) Error and Pressure to Hire © 2008 Prentice Hall, Inc. All rights reserved. Applicant’s Personal Characteristics Interviewer Behavior 7–8
- 9. How to Conducta More Effective Interview Suggestions : 1 Structure Your Interview 2 Prepare for the Interview 3 Establish Rapport 4 Ask Questions 5 Close the Interview Review the Interview © 2008 Prentice Hall, Inc. All rights reserved. 6 7–9
- 10. KEY TERMS unstructured ornondirective interview structured or directive interview situational interview behavioral interview job-related interview stress interview unstructured sequential interview structured sequential interview panel interview mass interview candidate-order error © 2008 Prentice Hall, Inc. All rights reserved. 7–10