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Interviewing CandidatesInterviewing Candidates
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Types of InterviewsTypes of Interviews
Selection Interview
Appraisal Interview
Exit Interview
Types ofInterviews
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Basic Features of InterviewsBasic Features of Interviews
Interview
Structure
Interview
Administration
Selection
Interviews
Interview
Content
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Interview FormatsInterview Formats
Unstructured
or
NondirectiveInterview
Interview
Formats
Structured
or
DirectiveInterview
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Interview ContentInterview Content
Situational
Interview
Stress
Interview
Behavioral
Interview
Job-Related
Interview
Types of
Questions
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Administering the InterviewAdministering the Interview
UnstructuredSequential
Interview
Structured
Sequential
Interview
Panel
Interview
Mass
Interview
Phone and Video
Interviews
Computerized
Interviews
Web-Assisted
Interviews
Ways in Which
Interviews Can
Be Conducted
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What Can Undermine An Interviews Usefulness?What Can Undermine An Interviews Usefulness?
Nonverbal Behavior
and Impression
Management
Applicants Personal
Characteristics
Interviewer
Behavior
FactorsAffecting
Interviews
First Impressions
(Snap Judgments)
InterviewersMisunderstanding of
the Job
Candidate-Order
(Contrast) Error and
Pressure to Hire
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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 Jobs Main DutiesRate the Jobs 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
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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
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Effective InterviewsEffective Interviews
Structure the Interview:Structure the Interview:
1.1. Base questions onBase questions on actual job dutiesactual job duties..
2.2. UseUsejob knowledge, situational or behavioral questions,job knowledge, situational or behavioral questions, andand
objective criteria to evaluate interviewees responses.objective criteria to evaluate interviewees responses.
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 controlof the interview.of the interview.
9.9. TakeTake brief, unobtrusive notesbrief, unobtrusive notes during the interview.during the interview.
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FIGURE 72 Examples of Questions That Provide Structure
Note: These questions provide structure, insofar as they are job-related and the employer can be consistent in asking them of all candidates.
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 newprocedure?
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?
Reprinted by permission ofWileyBlackwell.
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FIGURE 73 Suggested Supplementary Questions for Interviewing Applicants
1. How did you choose this line of work?
2. What did you enjoy most about your last job?
3. What did you like least about your last job?
4. What has been your greatest frustration or disappointment on your present job? Why?5. What are some of the pluses and minuses of your last job?
6. What were the circumstances surrounding your leaving your last job?
7. Did you give notice?
8. Why should we be hiring you?
9. What do you expect from this employer?
10. What are three things you will not do in your next job?
11. What would your last supervisor say your three weaknesses are?12. What are your major strengths?
13. How can your supervisor best help you obtain your goals?
14. How did your supervisor rate your job performance?
15. In what ways would you change your last supervisor?
16. What are your career goals during the next 13 years? 510 years?
17. How will working for this company help you reach those goals?
18. What did you do the last time you received instructions with which you disagreed?19. What are some things about which you and your supervisor disagreed? What did you do?
20. Which do you prefer, working alone or working with groups?
21. What motivated you to do better at your last job?
22. Do you consider your progress in that job representative of your ability? Why?
23. Do you have any questions about the duties of the job for which you have applied?
24. Can you perform the essential functions of the job for which you have applied?
Source: Reprinted from www.HR.BLR.com with permission of the publisher Business and Legal Reports, Inc. 141 Mill Rock Road East, Old Saybrook, CT 2004.
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FIGURE 74
Interview
Evaluation
Form
Source: Reprinted from www.HR.BLR.com
with permission of the publisher Business
and Legal Reports Inc. 141 Mill Rock Road
East, Old Saybrook, CT 2004.
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FIGURE 7A1 Interview Questions to Ask
1. What is the first problem that needs the attention of the person you hire?
2. What other problems need attention now?
3. What has been done about any of these to date?
4. How has this job been performed in the past?5. Why is it now vacant?
6. Do you have a written job description for this position?
7. What are its major responsibilities?
8. What authority would I have? How would you define its scope?
9. What are the companys five-year sales and profit projections?
10. What needs to be done to reach these projections?
11. What are the companys major strengths and weaknesses?12. What are its strengths and weaknesses in production?
13. What are its strengths and weaknesses in its products or its competitive position?
14. Whom do you identify as your major competitors?
15. What are their strengths and weaknesses?
16. How do you view the future for your industry?
17. Do you have any plans for new products or acquisitions?
18. Might this company be sold or acquired?
19. What is the companys current financial strength?
20. What can you tell me about the individual to whom I would report?
21. What can you tell me about other persons in key positions?
22. What can you tell me about the subordinates I would have?
23. How would you define your management philosophy?
24. Are employees afforded an opportunity for continuing education?
25. What are you looking for in the person who will fill this job?Source: H. Lee Rust, Job Search: The Complete Manual for Job Seekers, 1991 H. Lee Rust. Published by AMACOM, division of American Management Assn. Intl., New York, NY.