Interview

Exchange of VIEWS

CONVERSATION with a PURPOSE (INTENT)

SELECTION tool

Captures

ATTRIBUTES & CHARACTERSTICS

EVALUATION TOOL

Interview Constructs (Design Criteria)

1. JOB-RELEVANT CONTENT

2. INTERVIEWEE PERFORMANCE CONTENT

3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT

1. JOB-RELEVANT INTERVIEW CONTENT

1. JOB-RELEVANT INTERVIEW CONTENT

1. JOB-RELEVANT INTERVIEW CONTENT

1. JOB-RELEVANT INTERVIEW CONTENT

2. INTERVIEWEE PERFORMANCE CONTENT

2. INTERVIEWEE PERFORMANCE CONTENT

2. INTERVIEWEE PERFORMANCE CONTENT

2. INTERVIEWEE PERFORMANCE CONTENT

3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT

3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT

3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT

3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT

Exchange of VIEWS

CONVERSATION with a PURPOSE (INTENT)

SELECTION tool as it helps in capturing

ATTRIBUTES & CHARACTERSTICS of the applicant

Interview Constructs

Job Relevant Content

Interviewee Performance

Job-Irrelevant Content

1. • General Traits

2. • Experiential Traits

3. • Job Related Traits

Mental Ability / Personality / Values

Experience / Education/ Training

Knowledge / Skills / Motivation

Interview Constructs

Job Relevant Content

Interviewee Performance

Job-Irrelevant Content

1. • Social

2. • Interpersonal

3. • Personal

Impression / Self Monitoring / Control

Verbal / Nonverbal / Kinaesthetic

Training / Experience / Motivation

Interview Constructs

Job Relevant Content

Interviewee Performance

Job-Irrelevant Content

1. • Attractiveness

2. • Culture & Religion

3. • Gender

Appearance / Dressing / Height & Weight

Religion / Community / Class

Male Female

INTERVIEW Process

PRE - INTERVIEW Phase

INTERVIEW Phase

POST INTERVIEW Phase

OUTCOME - Selected

OUTCOME - Rejected

Take AwayThe interview is a two-way exchange where applicants are

also making decisions about whether the company is a good fit for them.

The interview is not an isolated interaction, but rather a complex process that begins with two parties forming

judgments and gathering information, that ends with a final

interviewer decision.

1. UNSTRUCTURED Interview

2. STRUCTURED Interview

1. UNSTRUCTURED Interview

2. STRUCTURED Interview

Everyday CONVERSATION

UNSTRUCTURED Interview

CONVERSATION INFORMAL & OPEN ENDED

UNSTRUCTURED Interview

COGNITIVE / MENTAL abilities

TRAINING & EXPERIENCES

1. UNSTRUCTURED Interview

2. STRUCTURED Interview

QUANTITATIVE

STRUCTURED Interview

RESEARCH Method

STRUCTURED Interview

Job KNOWLEDGE

INTERPERSONAL Skills

APPLIED knowledge

SITUATIONAL QUESTIONS

BEHAVIOURAL QUESTIONS

STRUCTURED Interview

Both are Critical Incidents related to performance BUT..

Different FOCUS

SITUATIONAL QUESTIONS

Examples

Imaginary set of circumstances are presented and then interviewee is asked as to how they would respond in that situation?

Advantages:All interviewees respond to the same hypothetical situation rather than describe experiences unique to them from their past.

Situational questions allow respondents who have had no direct job experience relevant to a particular question to provide a hypothetical response.

SITUATIONAL QUESTIONS are FUTURE Oriented

SITUATIONAL QUESTIONS

BEHAVIOURAL QUESTIONS

STRUCTURED Interview

Interviewees are asked to relate what they did in their past jobs or life situations that are relevant to the particular job, skills, and abilities

required for delivering the results.

Advantages:Behavioural Interviews are based on the concept that the past behaviour is the best predictor of future performance in similar situations.

BEHAVIOURAL interviews are PAST oriented

Take AwayIn actual interview settings it is very likely to use both

types of interview question (Situational or Behavioral).

Use of high-quality questions, whether Behavioral or Situational is essential to make sure that candidates provide meaningful responses

that lead to insight into their capability to perform

on the job.

Thank You!