Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 7

Interviewing Candidates

© 2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook

All rights reserved. The University of West Alabama
After studying this chapter, you should be able to:

1. List the main types of selection interviews.

2. Explain and illustrate at least six factors that affect the
usefulness of interviews.
3. Explain and illustrate each guideline for being a more
effective interviewer.
4. Effectively interview a job candidate.

© 2008 Prentice Hall, Inc. All rights reserved. 7–2

 Basic Features of Interviews

Selection
Interviews

Interview Interview Interview

Structure Content Administration

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 Types of Interviews

Selection Interview

Types of
Appraisal Interview
Interviews

Exit Interview

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 Interview Formats

Interview
Formats

Unstructured Structured
or or
Nondirective Directive
Interview Interview

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 Interview Content

Types of
Questions

Situational Behavioral Job-Related Stress

Interview Interview Interview Interview

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 Administering the Interview

Unstructured
Sequential
Interview

Structured
Web-Assisted
Sequential
Interviews
Interview

Ways in Which
Interviews Can
Computerized Be Conducted Panel
Interviews Interview

Phone and Video Mass

Interviews Interview

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 What Can Undermine An Interview’s Usefulness?

Nonverbal Behavior
First Impressions
and Impression
(Snap Judgments)
Management

Interviewer’s Factors
Applicant’s Personal
Misunderstanding Affecting Characteristics
of the Job
Interviews

Candidate-Order
Interviewer
(Contrast) Error and
Behavior
Pressure to Hire

© 2008 Prentice Hall, Inc. All rights reserved. 7–8

How to Conduct a More Effective Interview

Suggestions
:
1 Structure Your Interview

2 Prepare for the Interview

3 Establish Rapport
4 Ask Questions
5 Close the Interview
6 Review the Interview

© 2008 Prentice Hall, Inc. All rights reserved. 7–9

 KEY TERMS

unstructured or nondirective interview

structured or directive interview
situational interview
behavioral interview
job-related interview
stress interview
unstructured sequential interview
structured sequential interview
panel interview
mass interview
candidate-order error
© 2008 Prentice Hall, Inc. All rights reserved. 7–10