HUMAN RESOURCES

MANAGEMENT
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Interview questions:

1) Situational questions

To ask how a candidate would act in a certain situation(s)

E.g.
• How would you act towards an employee of poor performance due
to home personal issues?
• If you disagree with your supervisor in his/her decision in a
particular situation, how would you handle it?
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Interview questions:

2) Behavior description questions

To know how actually did the candidate act in certain situations

E.g.
• Tell me about a time you had to make a hard decision. How did you
handle this process?
• Did you have a leadership role in a past or current position? Give an
example of certain situation and how did you handle it.
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Questions to avoid in an interview:
Some questions considered illegal and should be avoided to be asked
in an interview as they could show bias or racism:
• National origin
• where is your family from?
• Questions about the mother tongue, instead the interviewer can
ask about the candidate language abilities that would be helpful in
the job.
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Questions to avoid in an interview:
• Religion
Questions about religious affiliation should be avoided

• Disabilities
It is inappropriate to ask direct questions about the candidate
disabilities or illness history

• Personal questions should be avoided unless they relate to the job.

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Interview biases (unconscious reasoning-based evaluation)
• Halo effect or reverse halo (pitchfork) effect
Bias occurs when interviewer impacted by candidate’s positive or
negative trait/s, e.g., a candidate has a degree from a prestigious
University (halo effect-biased evaluation)
• Gut feeling bias
When interviewer depends on feeling or intuition about the candidate.
• Generalization bias
When the interviewer assumes that the candidate’s behavior in the
interview is how he/she always behaves.
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Interview biases:
• Nonverbal behavior bias
When the interviewer’s evaluation is impacted positively or negatively
by the interviewee’s body language, dressing style, or personal
appearance, e.g., hair length, weight, tattoos,..etc.
• Similar to me bias (like me syndrome)
A preference based on common or similar attributes between the
interviewer and the candidate. In other words, the tendency of the
interviewer to favor a candidate who is like him/her.
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Interview biases:
• Stereotyping bias
It is when the evaluation is made on a preformed opinion on how
people of a given gender, religion, race or other characteristics will
think, act, or respond, e.g., women with children will miss a lot of
work, men are better drivers than women, a male candidate will
make a better leader than a female one.
• Recency bias
It could be called memory bias, it is when the interviewer remember
most recently interviewed candidates than other candidates.
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Tests:
Most organizations tend to perform tests for candidates to complete
the interview process with a comprehensive look at the skills, abilities,
physical attributes, and other issues. These tests serve as a form of
verification of the candidate information in the resume and
completion for it.
• Cognitive tests
To measure reasoning skills, math skills, verbal skills, current
knowledge, and candidate’s ability to learn and get new skills.
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• Personality test
• Physical abilities test
Applied in some organizations according to the requirement of the
job opening.
• Job knowledge test
A form of technical skills test
• Work sample
Ask the candidate to show samples of previous works as related to
the job.
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Making an offer:
• Eventually, offer the best candidate an offer. Where the offer letter
includes:

1. Job title
2. Salary
3. Other compensation, such as bonuses or stock options
4. Benefits, such as health-care coverage
5. Vacation time/paid holidays
6. Start date
7. Additional considerations such as relocation expenses