Chapter #7 Interviewing Candidates. Outcomes List the main types of selection interviews Understand the usefulness of interviews Know guidelines for being.

Chapter #7

Interviewing Candidates

Outcomes List the main types of selection

interviews Understand the usefulness of

interviews Know guidelines for being and

effective interviewer Explain the legal aspects of

interviewing

Interview Procedure designed to obtain

information from one’s oral responses to oral inquiries.

Used to predict 99% use this tool Law considers it a “test”.

EEO ,ADA, ADEA

EEO (YOU CAN NOT ASK) Race, origin, religion, gender Arrest records (unless what)? Children, childcare Rent or own a home Married Transportation

ADA Can not ask about disability. Only..ksa’s needed on job

description.

ADEA Age Dates of graduation, marriage,

What are these used for? Appraisal interviews Exit interviews Selection interviews

UNSTRUCTURED STRUCTURED

Types of interviewing formats Unstructured

Just ask questions as they come up in the conversation

Structured A plan or question

guide Responses are

rated. Directive

Types of questions #162 Situational

What would you do if? Behavioral

Tell me about a time when ?

Job-related Which courses?

Stress To find

hypersensitivity.

SMART HIRING PROJECT“have a plan!!!!!!!!” Begins with job description Listing priorities Developing questions that follow

priorities. Rate answers Read the resumes compare to

applications

Administering Interviews Personal, one to one Sequential

Go from one to the other Panel

Panel can follow up on each others question Mass interviews

Panel questions several at once Computerized

Other tips Get out from behind that desk!!!! Stop interruptions!!!! Build rapport!!!!!

Are interviews useful? Better if they are

structured Predict better Know exactly what

traits you are trying to assess

Interviewing don’ts The first 3 seconds Negative bias Misunderstanding

the job. Too much pressure

to hire. Non verbals Attractiveness

More interview don’ts Too much talk

Active listening Too little talk Unprepared Candidate order or

Contrast error “Bad” candidate

just before.

The Law Train interviewers

What not to ask? EEOC uses testers Be consistent Questions job

related.

Ask questions but don’t interrogate Don’t put words in their mouths Ask for specific examples Close the interview

Do you have any questions?• End on positive note• Send rejection note +thank you

Write notes, review interview

Tough questions Tell me about yourself? What are you looking for? What are your goals? What didn’t you like about your last

boss? What are your weaknesses?

Good questions applicants should ask Who will I report to? Who will report to me? What are my duties? What kind of person succeeds best

in this company? Don’t ask

When do I get my first bonus? When can qualify for your job?

Which of the following is not true of structured interviews

A. Close to conversational style B. Sets order of questions C. Planned follow up questions

Which of the following is NOT a situational question? A. If you were alone with an irate

customer what would you do? B. Tell me bout a time when you

were speaking with an irate customer?

C. Which courses did you like best in business school?

Your choice of interview questions should begin with A. Reading resumes first. B. Calling applicants for

appointments. C. Job descriptions

It’s ok to ask about felonies A. True B. False

A stress interview seeks to make the applicant ____. A. Cry B. Uncomfortable C. Unearth hypersensitive

applicants.

Comparing one candidate to another too

quickly may result in _____. A. nonverbal behavior. B. Contrast error. C. Pressure to hire.