Human resource management

1. InterviewingCandidates
MADHU K
23PSYB28

2. Overview
• Interview
• Basic types of interview
• Interview content
• How should we conduct interview
• process of interview
• Importance of reference checks

3. A selection interview is a selection procedure
designed to predict future job performance based
on applicants’ oral responses to oral inquiries.
Many techniques also apply to appraisal and exit
interviews.
There are several ways to conduct selection
interview
Interview

4. L
Basictypesofinterview
UNSTRUCTURED INTERVIEW(NON DIRECTIVE)
. In unstructured (or nondirective) interviews, the manager follows no set format.
A few questions might be specified in advance, but they’re usually not, and there is
seldom a formal guide for scoring “right” or “wrong” answers.
Typical questions here might include, for instance,
1. “Tell me about yourself,”
2. “Why do you think you’d do a good job here?”
3. “What would you say are your main strengths and weaknesses?” Some describe this
type of interview as little more than a general conversation.

5. Basictypesofinterview
STRUCTURED INTERVIEW(DIRECTIVE)
• An interview following a set sequence of questions.
• In such interviews, all interviewers generally ask all applicants the same questions.
Partly because of this, these interviews tend to be more consistent, reliable, and valid.
• Standardizing the interview also enhances job relatedness and reduces overall
subjectivity and thus the potential for bias, and may “enhance the ability to withstand
legal challenge.”

6. Interview Content (What Types of Questions to Ask)
• We can also classify interviews based on the “content” or the types of questions
interviewers ask.
•Many interviewers ask relatively unfocused questions, such as “What do you want to
be doing in 5 years?”
situational interview
•A series of job-related questions that focus on how the candidate would behave in a
given situation. For example, ask a supervisory candidate how he or she would act in
response to a subordinate coming to work late
• Situational questions start with phrases such as, “Suppose you were faced with the
following situation…. What would you do?”

7. Behavioural interview
• A series of job-related questions that focus on how the candidate reacted to actual
situations in the past.
• Behavioral questions start with phrases like, “Can you think of a time when…. What did
you do?”.example, tell me about a time you made a mistake at work . How did you
resolve the problem and what did you learn from your mistake?
job-related interview
• A series of job-related questions that focus on relevant past job-related behaviors.
• The questions here don’t revolve around hypothetical or actual situations or scenarios.
Instead, the interviewer asks questions such as, “Which courses did you like best in
business school?”

8. stress interview
• An interview in which the applicant is made uncomfortable by a series of often rude
questions. This technique helps identify hypersensitive applicants and those with low or
high stress tolerance.
• The stress interview’s invasive and ethically dubious nature demands that the
interviewer be both skilled in its use and sure the job really requires handling stress.
• Puzzle questions are popular. Recruiters see how candidates think under pressure.
•For example, an interviewer at Microsoft asked a tech service applicant this: “Mike and
Todd have $21 between them. Mike has $20 more than Todd does. How much money
has Mike, and how much money has Todd?”

9. How Should We Conduct the Interview?
•Employers also administer interviews in various ways: one-on-one or by a panel of interviewers,
sequentially or all at once, computerized or personally, or online.
• one-on-one interview, two people meet alone, and one interviews the other by seeking oral
responses to oral inquiries. Employers tend to schedule these interviews sequentially.
•In a sequential (or serial) interview, several persons interview the applicant, in sequence, one-
on-one, and then make their hiring decision.
• 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.

10. Panel interview
• A panel interview, also known as a board interview, is an interview conducted by a
team of interviewers (usually two to three), who together question each candidate and
then combine their ratings of each candidate’s answers into a final panel score.
• The panel format enables interviewers to ask follow-up questions, much as reporters
do in press conferences. This may elicit more meaningful responses than a series of one-
on-one interviews.
• Whether panel interviews are more or less reliable and valid than sequential
interviews depends on how the employer actually does the panel interview.

11. Phone interview
• Employers also conduct interviews via phone. Somewhat ,these can actually be more useful
than face-to-face interviews for judging one’s conscientiousness, intelligence, and
interpersonal skills.
•Because they needn’t worry about appearance or handshakes, each party can focus on
answers. somewhat surprised by an unplanned call from the recruiter— give more
spontaneous answers.
•In one study, interviewers tended to evaluate applicants more favorably in telephone versus
face-to-face interviews, particularly where interviewees were less physically attractive.

12. Computer based job interview
• A computerized selection interview is one in which a job candidate’s oral and/or keyed
replies are obtained in response to computerized oral, visual, or written questions and/or
situations.
•Most such interviews present a series of multiple-choice questions regarding background,
experience, education, skills, knowledge, and work attitudes. Some confront candidates with
realistic scenarios (such as irate customers) to which they must respond.

13. Process of the interview

14. step 1: Preparation
• Effective interviews do not just happen . They are planned .
Step 2: Reception
The candidate should be properly received and led into the interview room .
Step 3 : information exchange
To gain the confidence of the candidate, start the interview with cheerful conversation .
Step 4: Termination
End the interview as happily as it began without creating awkward situation for the
interviewee
Step 5 : Evaluation
Summaries and record your observations carefully constructing the report based on
responses given by applicant.

15. REFERENCE CHECK
• the interview is over and the personal department will start to checking the reference.
• candidates are required to give the name of two or three references in their application.
• reference check if taken a matter of Routine and treated as casually or omitted entirely in
many organisations.
• a good reference Check when you used Sincerely, with fetch useful and reliable
information To the Organisation

16. REFERENCE
• Gray ,D. (2017) . Human resource management (15thed.) Pearson Education India.
• Rai, V S P.(2007).Human resource management: Text and Cases( 2nd ed.).Excel books.

17. THANKYOU