Selection: Interviewing

Candidates
Session 7- 8

Sonakshi Gupta

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Basic Types of Interviews
• Can be classified according to:
– Structure
– Content
– Administration

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Structured v s Unstructured Interviews
ersu

• In structured (or directive) interviews, the employer lists

the questions ahead of time. He or she also may even list
and score possible answers for appropriateness.
• In unstructured (or nondirective) interviews, the manager
follows no set format.

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Interview Content
• What Types of Questions to Ask
– Situational
– Behavioral

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Other Types of Questions
• Job-related interview questions
• Stress interview/Questions
• Puzzle questions

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How Should We Conduct/administer
the Interview?
• One-on-One or by a panel of interviewers
• Sequentially or all at once
• Computerized or personally
• Online

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How Should We Conduct the
Interview?
• One-on-One
– Sequential
• Panel/board Interview
• Mass
• Phone
• Computer-based
• Online Video

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Online Video Interview Preparation
• Look Presentable
• Clean Up The Room
• Test First
• Do A Dry Run
• Relax

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3 important points while designing
interviews
• Use structured interviews

• Know what to ask

• Know and avoid the common interviewing errors

– First Impressions
▪ (Snap Judgments)
– Not Clarifying What the Job Requires
– Candidate-Order (Contrast) Error
– Pressure to Hire
– Nonverbal Behavior
– Impression Management
– Effect of Personal Characteristics: Attractiveness, Gender, Race
– Interviewers behavior

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Diversity Counts

Applicant Disability and the Employment Interview

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How to Design and Conduct an Effective
Interview
• Structured situational interview
– Series of job-relevant questions with predetermined
answers
– Write situational, behavioral, or job knowledge
questions
– Have job experts also write several answers for each

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Designing a Structured Situational
Interview
1. Analyze the job
2. Rate the job’s main duties
3. Create interview questions
4. Create benchmark answers
5. Appoint interview panel and conduct interviews

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Improving Performance: HR Tools For
Line Managers and Small Businesses
• How to Conduct an Effective Interview
– Know the job
– Structure the interview
– Get organized
– Establish rapport
– Ask questions
– Take brief, unobtrusive notes during the interview
– Close the interview
– Review the interview

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Developing and Extending the Job Offer
• Judgmental approach
• Statistical approach
• Hybrid approach

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The Job Offer Main Parameters
• The job offer will include:
– Pay rates
– Benefits
– Actual job duties
• 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
• A job offer letter has the:
– Welcome sentence
– Pay information
– Benefits information
– Paid leave information
– Terms of employment

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The Employment Contract
• An employment contract includes:
– Duration
– Severance provisions
– Nondisclosure requirements
– Covenants not to compete
– Relocation provision

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Thank You

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