Human Resource Management

Chapter 7 Interviewing
Candidates
 Learning Objectives
1. List the main types of selection interviews.
2. List and explain the main errors that can undermine an interview’s
usefulness.
3. Define a structured situational interview.
4. Explain and illustrate each guideline for being a more effective
interviewer.
5. Give several examples of situational questions, behavioural
questions, and background questions that provide structure.
what is Interview

• An interview is a procedure designed to obtain information from a

person through oral responses to oral inquiries.

• Interview is a formal meeting or conversation between employer and

job applicant.
Types of Interviews

Selection Interview

Types of
Appraisal Interview
Interviews

Exit Interview
Con…
• Selection Interview
A selection procedure designed to predict future job performance on
the basis of applicants’ oral responses to oral inquiries
• Appraisal interview
A discussion, following a performance appraisal, in which
supervisor and employee discuss the employee’s rating and possible
remedial action
• Exit interview
An interview to elicit information about the job or related matters to
the employer to the some insight into what’s right or wrong about
the firm.
Basic Types Of Interviews

Selection Interviews

Interview Interview Interview

Structure Content Administration

The type of How the firm

How structured
questions administers
they are
they contain the interview
Interview Content (What Types of Questions
to Ask)

Types of
Questions

Situational Behavioral Job-Related Stress

Interview Interview Interview Interview
Types of Questions

 Situational Interview :
A series of job-related questions that focus on how the candidate would behave in a
given situation.
 Behavioral Interview:
A series of job-related questions that focus on how the candidate reacted to actual
Situations in the past.
 Job-Related Interview:
A series of job-related questions that focus on relevant past job-related behaviours.
 Stress Interview:
An interview in which the applicant is made uncomfortable by a series of often
rude questions.
Interview Formats
Interview
Formats
un structured
Interview: An
unstructured
conversational- Structured
style interview Unstructured or
or
in which the Nondirective
Directive
interviewer Interview
Interview
pursues points
of interest as they Interview;
come up An interview following a set
in response to sequence
questions. Of questions
Administering the interview
• Employers administer interview in various :
• One on one interview
In this two people meet alone and one interviews the other by seeking
oral responses to oral inquires.
• Sequential interview:
In this several person interview the applicant ,in sequence one on one
before a decision is made.
Two types:
• Unstructured sequential.
• Unstructured sequential.
Administering the Interview

Unstructured
Sequential Interview

Web-Assisted Structured
Interviews Sequential Interview

Ways in Which
Interviews Can Be
Computerized Conducted Panel
Interviews Interview

Phone and Video Mass

Interviews Interview
Con…
• Unstructured Sequential Interview:
An interview in which each interviewer forms an independent opinion after asking
different questions
• Structured Sequential Interview
An interview in which the applicant is interviewed sequentially by several persons;
each rates the applicant on a standard form.
• Panel Interview:
An interview in which a group of interviewers questions the applicant.
• Mass Interview:
A panel interviews several candidates simultaneously
Con…
 Phone and Video Interviews:
 Some interviews are done entirely by phone.
 These can be more accurate than face to face interviews for judging an
applicant’s conscientiousness , intelligence and interpersonal skills.
 Computerized interview:
 An interview in which a job candidate’s oral and/or computerized oral
,visual ,or written questions .
Three Ways to Make the Interview Useful

1. Use Structured Situational Interviews:

Structured interview are more valid than
unstructured interviews for predicting job
performance
2. Carefully Select Traits to Assess (Big Five
Traits):
Interviewers are better for revealing some traits than
others
3. Beware Of Committing Interviewing Errors:
The Errors that can undermine an interview’s
usefulness .
Nonverbal Behavior
First Impressions
and Impression
(Snap Judgments)
Management

Factors
Not Clarifying What the Applicant’s Personal
Job Requires Affecting Characteristics
Interviews

Candidate-Order
Interviewer
(Contrast) Error and
Behavior
Pressure to Hire
Define a structured situational interview.
• structured situational interview:
A series of job-relevant questions with predetermined answers that
interviewers ask of all applicants for the job
The procedures is as follows:
1. Analyze the job
2. Rate the job’s main duties
3. Create interview questions
4. Create benchmark answers
5. Appoint the interview panel and conduct interviews
How to Conduct a More Effective Interview
• First, Make sure you know the job:
Do not start the interview unless you understand the job and what human
skills looking for. Study the job description
• Structure Your Interview:
If pressed for time, you can do several things to ask more consistent and job-
relevant questions ,without developing a full-blown structured interview.
They include:
o Base questions on actual job duties
o Use job knowledge
o Use same questions with all candidates
Con…
• Get organized :
• Hold the interview in a private room where phone call are accepted
and you can minimize interactions
• Establish Rapport:
• Get the candidate and start the interview by asking a non
controversial questions
• Ask Questions:
• Try to follow the situational ,behavioral that you wrote ahead of time
Con…
• Close the Interview:
Try to end the interview on a positive note. Make rejections
diplomatically
• Review the Interview:
Review your interview notes ,score the interview guide answers and
make a decision
Examples of situational questions, behavioural questions, and background questions that
provide structure.

• situational questions:
Suppose you were giving a sales presentation and a difficult technical
question arose that you could not answer .what would you do
• behavioural questions:
Can you provide an example of a specific instance where you developed
a sales presentation that was highly effective
• Background questions:
What experience have you had with direct point of purchase sales
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