1 ASSISGNMENT FOR HRM

Q.1. There are several ways to conduct a selection interview. Explain and illustrate the basic
ways in which you can classify selections interviews.

Answer: There are mainly three basic ways in which we can classify selection interviews. These
ways are described as below:

o Structure Interview: The structure of the interview can be structured or unstructured. These
both types of structure interview are described as below: Structured Interviews: In
Structured interviews type, all the applicants or candidates are asked the same set of
questions in the same order. In addition, the evaluation of all of them is done on similar
criteria in the same sequence as well as they are all rated in the same scale
o .
o Unstructured Interviews: In unstructured interviews, the basis of selection queries or
investigation areas can be different and the evaluation also is different for different
candidates or interviewees. The candidates might be asked different questions for
assessment. Additionally, there is not just a single uniform standard rating scale to rate the
interviewees finally.

o Content Interview: The ways content interviews are outlined are to have bits of knowledge
of the candidates regarding how they will perform at work. Keeping in mind the end goal
to comprehend their future execution at work, supervisors ask most essential work-related
inquiries like situational, job-related questions, behavioral, and stress interviews. Firm’s
administration Interview: In this type of interview, different types of interviews are directed
in various ways.

o Round-Robin Interview. A round-robin interview is the interview technique most

o commonly used by our client companies. ...

o Panel Interview. A panel interview is an interview that consists of two or more

 o interviewers. ...
o One-on-One Interview. ...
Stress Interview.

Q.2. Briefly describe each of the following possible types of interview: unstructured panel
interview; structured sequential interview; job-related structured interviews.

Answer: Unstructured panel interview

An unstructured interview is a flexible method of interviewing that uses a conversational approach
rather than pre-planned interview questions.
The conversation is led by the interviewer, but can change direction as the interview progresses –
depending on where the conversation goes or how the interviewer decides to steer it. Also referred
to as an ‘informal interview’ or a ‘discovery interview’, this method helps the interviewer to find
out more about the candidate as a person. The interviewer’s role is to guide the candidate through
the interview via a conversation, asking questions to extract the information needed to make a well
informed assessment.
This technique was first used as a qualitative research method by sociologists looking for a deep
understanding of their subjects or, sometimes, by psychologists assessing child patients.
Recognised as a way of exploring the subject’s personality and attitudes, job recruiters have since
adopted the unstructured interview as a viable alternative to the restrictions of the traditional
structured method of interviewing.

Structured sequential interview

A structured interview is a conversation where an interviewer asks an interviewee set questions in a
standardized order. The interviewee collects the responses of the candidate and grades them against
a scoring system. Asking the same questions in the same order helps interviewers collect similar
types of information delivered in a uniform context from interviewees. A structured interview has
several advantages over an unstructured interview, including:

o The interview experience is more consistent and less prone to errors.

o The interview experience is more effective as questions are formulated in advance to
collect the most important and relevant information.
o The interview experience is less likely to be biased as interviewers work from a script.
o Interview responses are easier to compare.
o Interviews and evaluations are more efficient as the interviewer asks set questions designed
to collect useful information and evaluate the same question responses for each
interviewee.

Job-related structured interviews:

A structured job interview is a standardized way of comparing job candidates. The employer
creates interview questions focused on the skills and abilities the company is seeking. Each
interviewee is asked the exact same questions, in the exact same order. Every interviewee is ranked
on the same scale.A structured job interview is a standardized way of comparing job candidates.
The employer creates interview questions focused on the skills and abilities the company is
seeking. Each interviewee is asked the exact same questions, in the exact same order. The
employer also creates a standardized scale for evaluating candidates. Every interviewee is ranked
on the same scale.
Employers use this interview format when they want to assess candidates impartially. Because
questions are pre-determined, and there is a ranking system, there is little chance for unfair or
subjective assessment. It helps interviewers avoid any legal issues related to unfair hiring practices.

Q.3. How would you explain the fact the structured interviews, regardless of content, are
generally more valid than unstructured interviews for predicting job performance?

Answer: Structured interviews — and, more specifically, structured interviews that focus on
talents, rather than skills and knowledge — are simply better. Here’s why:

o They’re more objective. Each candidate is asked the same questions based on what is
required for the role. This provides candidates with the equal opportunity to showcase their
abilities. If there are several managers involved in the interview process, then each
manager’s detailed notes help to reach agreement in who to select.

o They’re more predictive. Research shows that structured interviews are up to twice as
effective at predicting job performance than unstructured ones. Especially with talent-based
structured interviews, the questions more accurately draw out the behaviors needed on the
job and the candidate’s responses indicate how they will perform once in the role.

o They’re more legally compliant. Ok, this one is less exciting, but you can get in a lot of
trouble for hiring someone for reasons other than proving future on-the-job success — in
other words, hiring based on confirmation bias. 100% of legal challenges against structured
interviews were successfully defended. That’s because the courts looked at the consistency
of the interview across applicants, the job relatedness of the questions, and the extent that
the interview was designed to be objective.

Talent-focused structured interviews shine a light on a candidate’s innate abilities such as

teamwork, embracing diversity, leadership, and adaptation. If you’re attempting to gauge a
candidate’s execution ability, for instance, a good structured interview question would be
“Describe a time when you had to go above and beyond what is expected of you to complete a
project or task” or “Has there been a time when you did something that you thought was not your
best work?” “Where did you go to school” or “what kind of sports do you play” do not correlate to
talents, and open up the door again for bias. Asking talent-based questions, and ensuring that you
follow a consistent rating system (i.e. ranking each response on a scale of 1 to 3) as well as taking
detailed notes, will keep your structured interview predictive and objective.
Q.4. Briefly discuss what an interviewer can do to improve his or her performance.
Answer: 10 tips to improve interview performance

Practice good nonverbal communication

It's about demonstrating confidence: standing straight, making eye contact and connecting with a
firm handshake. That first nonverbal impression can be a great beginning—or quick ending—to
your interview.

o 1Dress for the job or company

Today's casual dress codes do not give you permission to dress as "they" do when you interview. It
is important to know what to wear to an interview and to be well-groomed. Whether you wear a
suit or something less formal depends on the company culture and the position you are seeking. If
possible, call to find out about the company dress code before the interview.

o Listen
One of the most crucial interview tips: Listen. From the very beginning of the interview, your
interviewer is giving you information, either directly or indirectly. If you are not hearing it, you are
missing a major opportunity. Good communication skills include listening and letting the person
know you heard what was said. Observe your interviewer, and match that style and pace.

o Don't talk too much

Telling the interviewer more than he needs to know could be a fatal mistake. When you have not
prepared ahead of time, you may ramble when answering interview questions, sometimes talking
yourself right out of the job. Prepare for the interview by reading through the job posting, matching
your skills with the position's requirements and relating only that information.

o Don't be too familiar

The interview is a professional meeting to talk business. This is not about making a new friend.
Your level of familiarity should mimic the interviewer's demeanor. It is important to bring energy
and enthusiasm to the interview and to ask questions, but do not overstep your place as a candidate
looking for a job.

o Use appropriate language

It's a given that you should use professional language during the interview. Be aware of any
inappropriate slang words or references to age, race, religion, politics, or sexual orientation—these
topics could send you out the door very quickly.

o Don't be cocky
Attitude plays a key role in your interview success. There is a fine balance between confidence,
professionalism, and modesty. Even if you're putting on a performance to demonstrate your ability,
overconfidence is as bad, if not worse, as being too reserved. All the interview tips in the world
won't save you if you come off as unpleasant to work with.
o Take care to answer the questions
When interviewers ask for an example of a time when you did something, they are asking
behavioral interview questions, which are designed to elicit a sample of your past behavior. If you
fail to relate a specific example, you not only don't answer the question, but you also miss an
opportunity to prove your ability and talk about your skills.

o Ask questions
When asked if they have any questions, most candidates answer, "No." Wrong answer. Part of
knowing how to interview is being ready to ask questions that demonstrate an interest in what goes
on in the company. Asking questions also gives you the opportunity to find out if this is the right
place for you. The best questions come from listening to what you're asked during the interview
and asking for additional information.

o Don't appear desperate

When you interview with the "please, please hire me" approach, you appear desperate and less
confident. Reflect the three Cs during the interview: cool, calm, and confident.

o Bonus tip: Work on your answers

You know you can do the job; make sure the interviewer believes you can, too. One way to do this
is by preparing well-thought-out answers to questions they're most likely to ask. Need some help
with that? Join Monster for free today. As a member, you'll get interview tips, career advice, and
job search insights sent directly to your inbox so you can come across as a strong, viable candidate.
Thank you
SUBMITTED BY:
MOHAMMAD NISHAD
STUDENT ID: 2020123954