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– Second
Course level
: MGMT6291 - Human Resources Management
Year : 2019
• Third level
– Fourth level
» Fifth level

INTERVIEWING CANDIDATES

Session 10
 Basic Types of Interview

Structured Interview
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Structured or directive
– Second interviews generally identify questions
level
ahead of time and may even weigh possible alternative answers
• Third level
for appropriateness
– Fourth level
» Fifth level
• Un- Structured Interview

unstructured or nondirective interviews generally have

no set format
 Interview Classifications Based on Content

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In some cases, there is also a stress interview, wheret he interviewer seeks
to make the–applicant
Second level with occasionally rude questions
uncomfortable

• Third level
• Situational Interview,
– Fourth you
level ask a candidate what his or her
behavior would be» in a given
Fifth level situation
• Behavioral interview, ask applicants how they reacted to actual
situations in the past
• Job related interview, the interviewer asks applicants questions
about job-relevant past experiences
 How should we conduct
interview ?

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Unstructured Sequential Interview

– Second
• An interview in which
level each interviewer forms an independent
opinio after asking
• Third different questions
level
– Fourth level
» Fifth level
Structured sequential interview

• An interview in which the applicant is intervieed sequentially by

several persons; each rates the applicant on standard form
 How should we conduct
interview ?
Panel Interview
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– Second level
• An interview in a group of interviewers
• Third
questions thelevel
applicant
– Fourth level
» Fifth level
Mass interview

• An interview in which a panel interviews

several candidates simultaneously
 How should we conduct interview (media alternatives) ?

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– Second
• Phone level
interviews
• Third level
• Computer–based job interviews
Fourth level
• Eb based video » Fifth
interviews
level
 Common Interview Errors

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• First impressions (snap judgements)
– Second level
• Not clarifying what the job requires
• Third level
• Candidate –order
Fourth (contrast)
level Error and pressure to
hire » Fifth level

• Nonverbal behavior and impression management

• Effect of personal characteristic(attractiveness,
gender, race)
 Design and conduct the effective interview

Steps• to
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Designing textsituational
structured styles interview
– Second level
1. Analyze •the joblevel
Third
2. Rate the job–main
Fourthduties
level
3. Create interview» questions
Fifth level

4. Create benchmark answers

5. Appoint the intervie panel and conduct interviews
 Interview guide for
interviewees
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1. – Second preparation
Be prepared, level is essential
2. Ucover •the
Third level
interviewers real needs
– Fourth level
3. Relate yourself to the
» Fifth level
interviewer’s needs
4. Think before answering
5. Remember that appearanceand enthusiasm are
important
6. Make a good first impression
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– Second level
• Third level
– Fourth level
» Fifth level