2. Interview
• An Interview is a procedure designed to obtain
information from a person through oral responses
to oral inquiries.
• Selection Interview is a selection procedure
designed to predict future job performance on the
basis of applicants oral responses to oral inquires.
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3. Types of Interview
Selection Interview 1. How structured Interview are
2. Interview context
3. How the firm administers the
Interview
Appraisal Interview
Exit Interview
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4. Unstructured vs. Structured Interview
In unstructured or nondirective Interviews… the Interviewer pursues points of
interest as they come up in response to questions.
• Interviewer for same job may or may not get the same or similar question.
In structured or directive Interviews… following a set sequence of questions.
• The Interviewer specifies the questions ahead of time.
• Same set of questions, because of this, these Interviews tend to be more
reliable and valid.
• But this type of Interview don’t provide enough opportunity to candidate to
express their interest.
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5. Interview Content
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 the candidate reacted to actual situations in the
past.
Job-related Interview
• A series of job-related questions that focus on relevant past job-related behaviors.
Stress Interview
• An interview in which the applicant is made uncomfortable by a series of often rude questions.
This technique helps identify hyper-sensitive applicant and those with low or high stress tolerance.
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6. Administering the Interview
One on one Interview
• In this two people meet alone and one interviews the other by seeking
oral responses to oral inquires.
Sequential Interview
• In this several person interview the applicant, in sequence, one-on-one,
before a decision is made.
• Two types:
1) Unstructured Sequential Interview
2) Structured Sequential Interview
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7. Administering the Interview (Continue)…
Panel Interview or Board Interview
• An interview conducted by a team of interviewers, who together interview
each candidate and then combine their rating into a final panel score.
Mass Interview
• A panel interviews several candidates simultaneously.
• The Panel poses a problem and then sits back and watches to see which
candidate takes the lead in formulating an answer.
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8. Administering the Interview (Continue)…
Phone and Video Interviews
• Some interviews are done entirely by telephone. These can be more
accurate than face to face interviews for judging an applicant’s
conscientiousness, intelligence and interpersonal skills.
Computerized Interviews
• A computerized Interview in one 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.
• Questions are mainly in multiple choice format.
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9. What can undermine an Interview’s
usefulness ?
• First Impressions (Snap Judgment)
• Misunderstanding the Job
• Candidates-Order Error and Pressure to Hire
• Nonverbal Behavior and Impression Management
• Effect of Personal Characteristics: Attractiveness,
Gender, Background
• Interviewer Behavior
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10. Designing & Conducting an effective
Interview
Structured Situational Interview Procedure:
1 Job Analysis Write a job description with a list of job
duties, required knowledge, skills, abilities,
etc.
2 Rate the Job’s Main Duties Identify the job’s main duties. Rate the job
duty based on important and time required.
3 Create Interview Questions Create based on actual job duties, with more
question for the important duties.
4 Create benchmark answers For each question, develop several
descriptive answers and a five-point rating
scale for each.
5 Appoints the Interview Panel
and conduct Interviews
Panel members generally review the job
description, questions and benchmark answer
before the interview.
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11. Things which help Interviewer
during Interview
1. Base questions on actual job duties.
2. Use job knowledge, situational or behavioral questions and objective criteria to
evaluate the interview's responses.
3. Train interviewers.
4. Use the same questions with all candidates.
5. Use descriptive rating scales.
6. Use multiple interviewers or panel interviews.
7. If possible, use a standardized interview form.
8. Control the interview.
9. Take brief, unobtrusive notes during the interview.
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