Interviewing Practices in Dow university Of health science..

1. Interviewing Practices
Presented To: sir Kashif Baig
Presented By:Shahid Khan(Shahidumer01@gmail.com)
Anum Wahab
Sumera Zafar
Rabia Ashfaque
Saima Fazal
MBA-IV

2. OBJECTIVE:
The main objective of the study to assess the practice n analysis of interviewing
candidates in DOW UNIVERSITY OF HEALTH &SCIENCE.
Justification of the Study:
 Main purpose of the study is constructs (ideas or concepts) that are measured during
the interview to understand why interviews might help us pick the right people for the
job. Several reviews of the research on interview constructs revealed that the interview
captures a wide variety of applicant attributes.
 This study will give insight to the objectives of different interview and what problems
associated with them ,&what factors affecting the interview.

3. Scope of the Study:
The study is limited to Only one public sector organization which is Dow university
of health & science
An interview :
A procedure designed to obtain information from a person through oral responses
to oral inquiries.

4. Types of interviews
Selection interview:
It is a situation in which a personnel selector, through personal contact provides
himself with behavior to observe - in order to assess the candidate's suitability for a
post.
Appraisal interview:
A performance appraisal, in which supervisor and employee discuss the employee’s
rating and possible remedial actions.
Exit interview:
An exit interview is a meeting between management representatives and someone
who is leaving an organization

5. Interview Formats
Structured or directive interview:
Interview in which all questions are prepared beforehand and are put in the
same order to each interviewee.
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.

6. 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.

7. Personal or Individual Interviews
Structured sequential interview:
An interview in which the applicant is interviewed sequentially by several
persons each rates the applicant on a standard form.
Unstructured sequential interview:
An interview in which each interviewer forms an independent opinion after
asking different questions.
Panel interview:
An interview in which a group of interviewers questions the applicant.
Mass interview:
A panel interviews several candidates simultaneously.

8. 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.
 Avoids problems of interpersonal interviews

9. 2 Factors Affecting Interviews
 First impressions:
The tendency for interviewers to jump to conclusions—make snap
judgments—about candidates during the first few minutes of the interview.
 Misunderstanding the job:
Not knowing precisely what the job entails and what sort of candidate is best suited
causes interviewers to make decisions based on incorrect stereotypes of what a
good applicant is.
 Candidate-order error:
An error of judgment on the part of the interviewer due to interviewing one or more
very good or very bad candidates just before the interview in question.
 Effect of personal characteristics: attractiveness, gender, race
 Interviewer behaviors affecting interview outcomes

10. 3Designing and Conducting the Interview
The structured situational interview:
Use either situational questions (preferred) or behavioral questions that yield
high criteria-related validities.
 Step 1: Job Analysis
 Step 2: Rate the Job’s Main Duties
 Step 3: Create Interview Questions
 Step 4: Create Benchmark Answers
 Step 5: Appoint the Interview Panel and Conduct Interviews

11. INTRODUCTION
An interview is a conversation between two or
more people where questions are asked by the
interviewer to elicit facts or statements from the
interviewee.
“Finding the right people is the single biggest problem in business today “

12. Interview constructs
According to the Huffcutt, A. I. (2011):
In interview constructs revealed that the interview captures a wide variety
of applicant attributes. These constructs can be classified into three
categories:
 job-relevant interview content
 Interviewee performance
 potentially job-irrelevant interviewer biases

13. History of interview questions
structured interviews:
There are typically two types of questions interviewers ask applicants:
 Situational questions and behavioral questions (also known as patterned
behavioral description interviews) Janz, T. (1982).
 Both types of questions are based on "critical incidents" that are required to
perform the job .Flanagan, J. C. (1954

14. APPLICATIONS
 Google, a company that prides itself on its creative approach to the hiring
process, uses tailored questionnaires that candidates answer online.
 Use of high-quality questions, whether behavioral or situational based, is
essential to make sure that candidates provide meaningful responses.
Behavioral Based Interview:
Behavioral based interview common used by every company. CBI is the past
performance with close situation is the best predictor of fortune performance.
This kind of interview will be much deeper that traditional Interview
craftsmanship

15. PRACTICE AND ANALYSIS
Study site:
Dow university of health & science
Study population:
The study population of report is HR Manger.
Data collection instrument:
face to face interview

16. Interview questions
Interview was consist of following questions:
 How many types of interviews you conduct ? Its benefits?
 Do you think interview is the best selection tool for hiring?
 What are the contents of interview?
 How do you explain the fact that structured interviews, regardless of content, are more
valid than unstructured interviews for predicting job performance?
 Explain why you think that it is (or is not) important to select candidates based on their
values, as well as the usual selection criteria such as skills and experience.

18. Selection Interview
 Number of people sitting as a panel with one as chairperson.
 Immediate line manager of the post being interviewed for.
 Subject specialist where appropriate or experienced
operational member relative to the post being interviewed for.

19. Interview assessment sheet
 Every member of panel hold interview assessment
sheet
 Educational background
 Job Knowledge & Skills
 Personal Attributes
 Communication
 General Observations

20. Objectives of a selection interview
To assess competencies and skills that fit with the job
situation and assignment.
To assess personal chemistry and cultural/values fit.
To identify past behavior as an indicator of future behavior.
To predict success in the job and with the organization.

21. Strengths of the selection interview
Learn what motivates an applicant.
Assess chemistry and fit (values).
Discover greatest strengths and skills.

22. Traits to look for in the selection interview
◦ Intelligence
 Problem-solving
 Practical
 Creative
 Emotional
◦ Motivation
 Ambition
 Competitiveness
 Goal orientation
 Growth orientation
◦ Past performance success
◦ Job skills, knowledge, and
experience
◦ Positive self-image, confidence,
and optimism
◦ Emotional maturity, realism, and
self-control
◦ Integrity, honesty, and
dependability
◦ Empathy and social sensitivity
◦ Energy and personal impact
◦ Conscientiousness (work ethic)
◦ Flexibility and adaptability
◦ Chemistry and cultural fit
◦ Organization, planning, and
discipline
◦ Teamwork and cooperation
◦ Independence
◦ Passion
◦ Curiosity, need to understand
◦ Coachable
◦ Communication skills
◦ Listening skills
◦ Strategic, long-term thinker
◦ Team oriented (“we” not “me”)

23. Contents of selection interview
DUHS conduct structure guided interviews
,contents are combination of both
situational and behavioral questions which
are asked by responsible person according
to job position

24. Appraisal interview
DUHS conduct appraisal interviews for
promotions which is conducted by
selection board of DUHS.They provide a
form to employee ,committee and board
approve appraisal on the bases of
employee performance
360-degree feedback

25. Exit interviews
Exit interviews are important to reduce
high turn over rate in Pakistan public
sector do not have high turn over rate. so
DUHS do not conduct exit interviews..

26. How do you explain the fact that structured interviews, regardless
of content, are more valid than unstructured interviews for
predicting job performance?
The structured interview helps to keep the interviewer
focused on the types of behaviors, traits, or answers that
are desired and have been determined to be predictors
of job performance. Unstructured interviews allow
interviewers to become sidetracked with things like
common interests and other items that are not predictors
of job success

27. Conclusion
 A job interview is a type of employment test that involves a conversation
between a job applicant and representative of the employing
organization.DUHS is conducting interviews in organized way.
 DUHS also conduct walk in interviews.
 Interviews are one of the most popularly used devices for employee selection.
 Research has shown that structured interviews are more valid than unstructured,
that is, they are more accurate in predicting which applicants will make good
employees.
 The use of high-quality questions, whether behavioral or situational based, is
essential to make sure that candidates provide meaningful responses that lead to
insight into their capability to perform on the job.

28. Recommendations
 Here are some recommendations for DUHS:
 DUHS not conducting online or computerized
interviews although many organizations used these
types of interviews because these interviews are help
in cost reduction, less time consuming.google use
online interviews
 in order to conduct the interview effectively,
interviewers should be trained to be aware of the
biases that can impact upon tobservation, recording
and evaluation of information about candidates.