7 Interviewing Candidates

Human Resource Management

14th Edition, Global Edition

4-

Gary Dessler

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 Learning Objectives

1. List and give examples of the main

types of selection interviews.
2. List and explain the
4- main errors that

can undermine an interview’s

usefulness.

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 Learning Objectives

3. Define a structured situational interview

and give examples of situational questions,
behavioral questions, and background
questions that provide structure.
4-

4. What are the main points to know about

developing and extending the actual job
offer?

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List and give examples of the
main types of4- selection
interviews.

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 Basic Types of Interviews

• Structured vs. unstructured

• Questions to ask
o Situational
o Behavioral 4-
o Job-related
o Stress
o Puzzle questions

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 Administering Interviews
• Panel
• Phone
• Video/web-assisted
4-
• Computerized
• Second Life
• Speed dating
• Case interviews

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 IMPROVING PERFORMANCE:
HR as a Profit Center
• Great Western Bank uses a computerized
job interview
o Candidate responds via a touch screen
4-
and a microphone
o Applicant can see what the job is really
like
o Those hired are reportedly 26% less likely
to leave within 90 days
o Turnover costs reduced

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Three Ways to Make the
Interview Useful
• Structure the interview
• Carefully select 4-traits to assess
• Beware of committing interviewing
errors

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 Review
• Structured vs. • Administration
unstructured o Panel
• Questions to ask o Phone
o Situational 4- o Video/web-
o Behavioral assisted
o Job-related o Computerized
o Stress
o Puzzle questions
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List and explain the main
errors that can undermine
an interview’s usefulness.
4-

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Errors That Undermine Interviews
• Snap judgments
• Job requirements not clear
• Candidate-order & pressure to
hire 4-

• Nonverbal behavior & impression

management
• Personal characteristics
• Interviewer mistakes
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 IMPROVING PERFORMANCE:
HRPractices Around the Globe

• Selection Practices 4-Abroad

o Traditional selection practices
o Cultural demands

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 Review

4-

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Define a structured situational interview
and give examples of situational
questions, behavioral questions, and
background questions
4- that provide
structure.

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How to Design and Conduct an
Effective Interview
4-

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Design and Conduct an Effective
Interview
1. Analyze the job
2. Rate main duties
4-
3. Create questions
4. Create benchmark answers
5. Appoint interview panel and
conduct interviews

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IMPROVING PERFORMANCE: HR Tools for
Line Managers and Entrepreneurs

How to Conduct an Effective Interview

1. Know the job 5. Ask questions

2. Structure the 4-
6. Take brief notes
interview 7. Close the
3. Get organized interview
4. Establish 8. Review the
rapport interview

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Talent Management: Profiles and Employee
Interviews
• Use the same job profile (competencies,
traits, knowledge, and experience) for
creating interview questions as for recruiting
4-
o Testing
o Training
o Appraising and
o Paying the employee

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 Review

• Job analysis
• Rating
• Creating questions 4-

• Benchmark answers
• Create a panel and
conduct interviews

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What are the main points to know
about developing and extending
the actual4- job offer?

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 Developing and Extending the
Job Offer
• The job offer will include:
o Pay rates
o Benefits
o Actual job duties4-
• There may be some negotiations
• When agreement is reached, the
employer will extend a written job offer
to the candidate

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Issues to Consider with the Written
Offer

• Ajob offer letter has the:

o Welcome sentence
4-
o Pay information
o Benefits information
o Paid leave information
o Terms of employment

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 The Employment Contract

• An employment contract includes:

o Includes duration
o Severance provisions
4-

o Nondisclosure requirements
o Covenants not to compete

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 Review

• Just as the job offer includes pay rates, benefits

and job duties the letter of employment will also
include these.
4-

• The employment contract will include the term

3 years etc.

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Improving Performance at The Hotel Paris
The New Interviewing Program

• For the jobs of security guard, and valet,

develop five additional situational, five
4-
behavioral, and five job knowledge
questions, with descriptive
good/average/poor answers.

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Hotel Paris
Strategy
Chapter 7

4-

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 4-

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