Types Of Interviews - Interviewing Candidates - Basic Features of Interviews - Selection Process - Unstructured or Nondirective Interview - Structured or Directive Interview - Best Interview question - Popular question asked in interview - Interview Question
Interviews may be defined as face to face communication method for knowing some information about the potential job candidates. It is a process of collecting some information whether the candidates like the job or not. Under these processes, job seekers invited to appear at the interview board with their relevant academic and other qualification records. An interview is generally taken by one member committee several managers at different places, and several persons sitting on a board.
Employee Testing and Selection ( chapter 6 )Qamar Farooq
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
An assessment centre is often used in selection procedures to test the suitability of the candidates. An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particularly position or still performs optimally.
Employee Testing and Selection ( chapter 6 )Qamar Farooq
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
An assessment centre is often used in selection procedures to test the suitability of the candidates. An assessment consists of several tests and practical simulations that are intended to show whether a person is the right fit for a particularly position or still performs optimally.
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
It is a presentation on The HR Practices of Best places to work. It is presented by Sravani Lakshmi, Shanky Jaiswal, Karan Khanna, Kuldeep Indeevar, Manish Kumar Verma and Madhusudan Partani of FMG 18A, FORE School of Management
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
It is a presentation on The HR Practices of Best places to work. It is presented by Sravani Lakshmi, Shanky Jaiswal, Karan Khanna, Kuldeep Indeevar, Manish Kumar Verma and Madhusudan Partani of FMG 18A, FORE School of Management
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
What A GOOD Interview Process Looks LikeDavid Dewey
This presentation explores the advantages of a structured interview process and how this helps you to predict how candidates are going to perform in the role.
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Kimikka Davis
Professor Smith
MGTU 400
August 27, 2014
Interview Questionnaire
1. Describe your current position. What was your experience prior to your current assignment? How long have you been in this industry?
2. What are your company’s current strategic goals? 3 year goals? 5 year goals?
3. What is your company’s “global footprint”? In other words, with what countries does your company conduct business?
4. What are the politics (both global and domestic) that this company must consider?
5. Is the current state of global woes impacting your company? How so?
6. What are your company’s opportunities for import/export expansion?
7. What are some of the significant changes in workforce demographics and how are they affecting your organization?
8. What is your company’s mission statement? Has it changed in the past two years as a result of the collapse of the world economy? If so, how? If not, why not?
9. What is your advice to professionals who desire to advance in a global business environment? Give three specific recommendations.
10. How stable is the organization; Will it pull through the recession which has got a negative impact on the business and operating environment.
11. Due to the global financial climate how is your company diversifying to maintain or indeed forging ahead of competitors?
12. How competitive and profitable are your target overseas market? Who is your target market?
13. What type of communication do you have with your global partner? How did you choose your global partner?
MGTU 400 Assignment 6 Handout and
Rubric
Individual Assignment 6: Interview
Length: The interview guideline is 3- 5 pages, double-spaced (Times Roman 12 font
with standard 1” margins). Your final submission will include an
introduction that gives an overview of what you learned in the interview
and how that connects to this class. The paper will reflect a summary of
the key points gleaned from the interview.
Due: Monday of Week 7
Post: Week 6 Assignments folder
This assignment is designed for you to gain real-life exposure to a global business
professional that faces the challenges and opportunities in today’s fast-paced and
quickly-changing environment. Select a business professional who has dealings with
and/or in your country of choice. If you are concerned about locating an appropriate
business leader, email your instructor Conduct an interview with the professional, either
in person or by phone (and use the approved questionnaire).
Please contact your instructor if you are having difficulty confirming an appropriate
interview candidate by Week 3 as you have to complete this assignment by interviewing
a professional.
Also remember you are writing a paper not just simply copying and pasting the
questionnaire with their answers dropped in. This is to be a paper based upon what you
have learned.
This assignment includes:
1. Each student is to gain instructor a ...
Drop Shipping in the Q-Commerce Era, A case study of Daraz. pk | Project by F...FaHaD .H. NooR
Drop Shipping in the Q-Commerce Era, A case study of Daraz. pk | Project by FAHAD HASSAN NOOR under observation by Mustafa Hannan Mehboob | UCP University Of Central PUNJAB
The research project considered dropshipping in the Q-commerce era in our national setting as
Pakistan's E-commerce industry is evolving, and the supply chain structure of Daraz.pk is
exactly the phenomenon to be studied. The article acknowledges that more entrepreneurs are
turning to dropship, which is market-driven and a way for entrepreneurs with little cash to set
into an e-commerce business. The importance of dropshipping as an instrument that dismantles
retailers from stock and warehouse concerns is emphasized here. The effort is shifted to
marketing and customer acquisition. This research will be about analyzing what Q-commerce –
assumed to be a non-conforming model that conforms to modern consumers’ demands of
instant service– has done to the economies and the dynamics in Pakistan.
Operations Management A-Z: Business Processes and Systems | Fahad Hassan NoorFaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course Operations Management A-Z: Business Processes and Systems on 05/12/2022 as taught by Laurence Gartside, Rowtons Training on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
This certificate above verifies that Fahad Hassan Noor successfully completed the course Supply Chain Management A-Z: Operations & Logistics Basics on 01/16/2022 as taught by Laurence Gartside, Rowtons Training on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
Inventory Management A-Z: Supply Chain & Business Operations | Fahad Hassan N...FaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course Inventory Management A-Z: Supply Chain & Business Operations on 04/30/2022 as taught by Laurence Gartside, Rowtons Training on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion
This certificate above verifies that Fahad Hassan Noor successfully completed the course Supply Chain Management A-Z: Operations & Logistics Basics on 01/16/2022 as taught by Laurence Gartside MEng Cantab on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
Facebook Ads & Facebook Marketing MASTERY | Coursenvy ® - Fahad Hassan Noor -...FaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course Facebook Ads & Facebook Marketing MASTERY | Coursenvy ® on 01/08/2022 as taught by COURSE ENVY on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
Training for Zendesk Administrators MasterClass - Fahad Hassan NoorFaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course Training for Zendesk Administrators on 01/04/2022 as taught by Guidoo Services, Nils Rebehn on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
TikTok Marketing: Grow Your Account & Master TikTok Ads - Fahad Hassan NoorFaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course TikTok Marketing 2021: Grow Your Account & Master TikTok Ads on 07/29/2020 as taught by Darius Mora, Evan Kimbrell on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
Amazon FBA Private Label Course for Beginners | Amazon 2022 - Fahad Hassan NoorFaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course Amazon FBA Private Label Course for Beginners | Amazon 2021 on 12/06/2020 as taught by Mehmet TEK, Esengül AKPOLAT, Emparazon Academy on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
Complete Video Production, Video Marketing, & YouTube Course - Fahad Hassan NoorFaHaD .H. NooR
This certificate above verifies that Fahad Hassan Noor successfully completed the course Complete Video Production, Video Marketing, & YouTube Course on 09/05/2021 as taught by Ing. Tomas Moravek | SEO, Facebook Ads & Facebook Marketing Expert, SEO, Facebook Ads & Digital Marketing Academy, Beck Robertson on Udemy. The certificate indicates the entire course was completed as validated by the student. The course duration represents the total video hours of the course at time of most recent completion.
While many firms are part of supply chain not all are managed in any truly coordinated fashion.
Many firms within supply chain wants to work independently.
Firms with large system inventories, many suppliers, complex product assemblies and highly valued customers benefit most from the practice of supply chain management.
For these firms, even moderate supply chain management success can mean lower purchasing and inventory carrying costs, better product quality and higher levels of customer service—all leading to more sales.
Creating and Managing Supplier RelationshipsFaHaD .H. NooR
Companies require their suppliers to deliver innovative and quality products not only in just-in-time (JIT) fashion, but also at a competitive price.
Good supplier relations can provide many benefits such as flexibility in terms of delivery, better quality, better information, and better material flows between buyers and suppliers.
Selecting the right supply partners and successfully managing these relationships over time is thus strategically important; it is often stated that “a firm is only as good as its suppliers.”
Purchasing departments contributes in product design, quality, cost of goods sold, manufacturing cycle time.
Ethical and Sustainable sourcing practices have become area of concern over the past five to ten years.
Global population growth, increasing environmental awareness, consumers desires for better corporate responsibility, and declining worldwide levels of natural resources has pressured companies to effectively implement these practices.
Purchasing mangement - Puchasing Process - Make Or Buy Decisions - Supplier S...FaHaD .H. NooR
Purchasing department in any organization assist with the identification, selection and acquisition of required materials and services.
Accomplish this as economically as possible, within acceptable standards of quality and service.
“Purchasing profession can be defined as the act of obtaining merchandise; equipment; raw materials; services; or maintenance, repair and operating (MRO) supplies in exchange for money or its equivalent”.
2. 7–2
After studying this , you should be able to:
1.1. List the main types of selection interviews.List the main types of selection interviews.
2.2. Explain and illustrate at least six factors that affect theExplain and illustrate at least six factors that affect the
usefulness of interviews.usefulness of interviews.
3.3. Explain and illustrate each guideline for being a moreExplain and illustrate each guideline for being a more
effective interviewer.effective interviewer.
4.4. Effectively interview a job candidate.Effectively interview a job candidate.
5.5. Describe a structured situational interview.Describe a structured situational interview.
6.6. List the steps in a streamlined interview process.List the steps in a streamlined interview process.
7.7. List the guidelines for interviewees.List the guidelines for interviewees.
3. 7–3
Basic Features of InterviewsBasic Features of Interviews
Interview
Structure
Interview
Administration
Selection
Interviews
Interview
Content
4. 7–4
Types of InterviewsTypes of Interviews
Selection Interview
Appraisal Interview
Exit Interview
Types of
Interviews
9. 7–9
Administering the InterviewAdministering the Interview
Unstructured
Sequential
Interview
Structured
Sequential
Interview
Panel
Interview
Mass
Interview
Phone and Video
Interviews
Computerized
Interviews
Web-Assisted
Interviews
Ways in Which
Interviews Can
Be Conducted
10. 7–10
What Can Undermine An Interview’s Usefulness?What Can Undermine An Interview’s Usefulness?
Nonverbal Behavior
and Impression
Management
Applicant’s Personal
Characteristics
Interviewer
Behavior
Factors
Affecting
Interviews
First Impressions
(Snap Judgments)
Interviewer’s
Misunderstanding
of the Job
Candidate-Order
(Contrast) Error and
Pressure to Hire
11. 7–11
Designing and Conducting An EffectiveDesigning and Conducting An Effective
InterviewInterview
• The Structured Situational InterviewThe Structured Situational Interview
Use either situational questions or behavioralUse either situational questions or behavioral
questions that yield high criteria-related validities.questions that yield high criteria-related validities.
Step 1:Step 1: Job AnalysisJob Analysis
Step 2:Step 2: Rate the Job’s Main DutiesRate the Job’s Main Duties
Step 3:Step 3: Create Interview QuestionsCreate Interview Questions
Step 4:Step 4: Create Benchmark AnswersCreate Benchmark Answers
Step 5:Step 5: Appoint the Interview Panel and ConductAppoint the Interview Panel and Conduct
InterviewsInterviews
12. 7–12
How to Conduct a More Effective InterviewHow to Conduct a More Effective Interview
1
2
3
4
5
Suggestions:
Prepare for the Interview
Structure Your Interview
Establish Rapport
Ask Questions
Close the Interview
6 Review the Interview
13. 7–13
Effective InterviewsEffective Interviews
• Structure the Interview:Structure the Interview:
1.1. UseUse job knowledge, situational or behavioral questions,job knowledge, situational or behavioral questions, andand
objective criteria to evaluate interviewee’s responses.objective criteria to evaluate interviewee’s responses.
2.2. Base questions onBase questions on actual job dutiesactual job duties..
3.3. Train interviewers.Train interviewers.
4.4. Use the same questions with all candidatesUse the same questions with all candidates..
5.5. UseUse descriptive rating scalesdescriptive rating scales (excellent, fair, poor) to rate(excellent, fair, poor) to rate
answers.answers.
6.6. UseUse multiple interviewersmultiple interviewers or panel interviews.or panel interviews.
7.7. If possible, use aIf possible, use a standardized interview formstandardized interview form..
8.8. Take controlTake control of the interview.of the interview.
9.9. TakeTake brief, unobtrusive notesbrief, unobtrusive notes during the interview.during the interview.
10.10. Close the interview positively and review it soon.Close the interview positively and review it soon.
14. 7–14
FIGURE 7–2 Examples of Questions That Provide Structure
Source: Michael Campion, David
Palmer, and James Campion, “A
Review of Structure in the Selection
Interview,” Personnel Psychology
(1997), p. 668.
Situational Questions
1. Suppose a co-worker was not following standard work procedures. The co-worker was more
experienced than you and claimed the new procedure was better. Would you use the new
procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that
you could not answer. What would you do?
Past Behavior Questions
3. Based on your past work experience, what is the most significant action you have ever
taken to help out a co-worker?
4. Can you provide an example of a specific instance where you developed a sales
presentation that was highly effective?
Background Questions
5. What work experiences, training, or other qualifications do you have for working in a
teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions
7. What steps would you follow to conduct a brainstorming session with a group of employees
on safety?
8. What factors should you consider when developing a television advertising campaign?
21. 7–21
K E Y T E R M S
unstructured or nondirective interviewunstructured or nondirective interview
structured or directive interviewstructured or directive interview
situational interviewsituational interview
behavioral interviewbehavioral interview
job-related interviewjob-related interview
stress interviewstress interview
unstructured sequential interviewunstructured sequential interview
structured sequential interviewstructured sequential interview
panel interviewpanel interview
mass interviewmass interview
candidate-order errorcandidate-order error