4-7 Interviewing Candidates 7-1 Human Resource Management 14 th Edition, Global Edition Gary Dessler Copyright © 2015 Pearson Education Ltd.

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7 Interviewing Candidates

7-1

Human Resource Management 14th Edition, Global Edition

Gary Dessler

Copyright © 2015 Pearson Education Ltd.

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Learning Objectives

1. List and give examples of the main

types of selection interviews.

2. List and explain the main errors that

can undermine an interview’s

usefulness.

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7-3

Learning Objectives

3. Define a structured situational interview and give examples of situational questions, behavioral questions, and background questions that provide structure.

4. What are the main points to know about developing and extending the actual job offer?

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List and give examples of the main types of selection

interviews.

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Basic Types of Interviews

• Structured vs. unstructured• Questions to ask

o Situational o Behavioral o Job-related o Stresso Puzzle questions

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Administering Interviews

• Panel

• Phone

• Video/web-assisted

• Computerized

• Second Life

• Speed dating

• Case interviews

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IMPROVING PERFORMANCE:HR as a Profit Center

• Great Western Bank uses a computerized job interviewoCandidate responds via a touch screen

and a microphoneoApplicant can see what the job is really

likeo Those hired are reportedly 26% less likely

to leave within 90 days o Turnover costs reduced

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Three Ways to Make the Interview Useful

• Structure the interview

• Carefully select traits to assess

• Beware of committing interviewing

errors

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Review

• Structured vs.

unstructured

• Questions to ask

o Situational

o Behavioral

o Job-related

o Stress

o Puzzle questions

• Administration

o Panel

o Phone

o Video/web-

assisted

o Computerized

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List and explain the main errors that can undermine an interview’s usefulness.

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• Snap judgments

• Job requirements not clear

• Candidate-order & pressure to

hire

• Nonverbal behavior & impression

management

• Personal characteristics

• Interviewer mistakes

Errors That Undermine Interviews

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IMPROVING PERFORMANCE:

HRPractices Around the Globe

• Selection Practices Abroad

o Traditional selection practices

o Cultural demands

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Review

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7-14

Define a structured situational interview and give examples of situational

questions, behavioral questions, and background questions that provide

structure.

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How to Design and Conduct an Effective Interview

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Design and Conduct an Effective Interview

1. Analyze the job

2. Rate main duties

3. Create questions

4. Create benchmark answers

5. Appoint interview panel and

conduct interviews

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IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs

How to Conduct an Effective Interview

1. Know the job2. Structure the

interview3. Get organized4. Establish

rapport

5. Ask questions6. Take brief notes7. Close the

interview8. Review the

interview

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Talent Management: Profiles and Employee Interviews

• Use the same job profile (competencies,

traits, knowledge, and experience) for

creating interview questions as for recruiting

o Testing

o Training

o Appraising and

o Paying the employee

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• Job analysis

• Rating

• Creating questions

• Benchmark answers

• Create a panel and

conduct interviews

Review

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What are the main points to know about developing and extending

the actual job offer?

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• The job offer will include: o Pay rateso Benefitso Actual job duties

• There may be some negotiations• When agreement is reached, the

employer will extend a written job offer to the candidate

Developing and Extending the Job Offer

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Issues to Consider with the Written Offer

• Ajob offer letter has the:

o Welcome sentence

o Pay information

o Benefits information

o Paid leave information

o Terms of employment

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• An employment contract includes:

o Includes duration

o Severance provisions

o Nondisclosure requirements

o Covenants not to compete

The Employment Contract

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Review

• Just as the job offer includes pay rates, benefits and job duties the letter of employment will also include these.

• The employment contract will include the term 3 years etc.

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Improving Performance at The Hotel ParisThe New Interviewing Program

• For the jobs of security guard, and valet,

develop five additional situational, five

behavioral, and five job knowledge

questions, with descriptive

good/average/poor answers.

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7-26

Hotel Paris StrategyChapter 7

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