Human Resource

Management
ELEVENTH EDITION
1
GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 7

Interviewing Candidates

© 2008 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook

All rights reserved. The University of West Alabama
After studying this chapter, you should be able to:

1. List the main types of selection interviews.

2. Explain and illustrate at least six factors that affect the
usefulness of interviews.
3. Explain and illustrate each guideline for being a more
effective interviewer.
4. Effectively interview a job candidate.

© 2008 Prentice Hall, Inc. All rights reserved. 7–2

 Interview
A procedure designed to obtain information from a
person through oral responses to oral inquiries

Selection Interview

Types of
Appraisal Interview
Interviews

Exit Interview

© 2008 Prentice Hall, Inc. All rights reserved. 7–3

Types of Interviews
• 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 actions.
• Exit interview
 An interview to elicit information about the job or
related matters to the employer some insight into
what’s right or wrong about the firm.
© 2008 Prentice Hall, Inc. All rights reserved. 7–4
 Basic Features of Interviews

Selection
Interviews

Interview
Structure/ Interview Interview
Content Administration
formats

© 2008 Prentice Hall, Inc. All rights reserved. 7–5

 Interview Formats

Interview
Formats

Unstructured Structured
or or
Nondirective Directive
Interview Interview

• Unstructured or nondirective interview

An unstructured conversational-style interview in which the
interviewer pursues points of interest as they come up in
response to questions.
• Structured or directive interview
An interview following a set sequence of questions.

© 2008 Prentice Hall, Inc. All rights reserved. 7–6

 Interview Content

Types of
Questions

Situational Behavioral Job-Related Stress

Interview Interview Interview Interview

© 2008 Prentice Hall, Inc. All rights reserved. 7–7

Interview Content: Types of Questions
• Situational interview
 A series of job-related questions that focus on how
the candidate would behave in a given situation.
How would you respond to a customer who isn't happy with the product?

• Behavioral interview
 A series of job-related questions that focus on how
they reacted to actual situations in the past.
Can you tell us about a school or work situation where you recognized a
problem and took action to correct it?

• Job-related interview
 A series of job-related questions that focus on
relevant past job-related behaviors.
What major subjects did you studied in MBA?
© 2008 Prentice Hall, Inc. All rights reserved. 7–8
Interview Content: Types of Questions
• Stress interview
 An interview in which the interviewer seeks to make
the applicant uncomfortable with occasionally rude
questions that supposedly to spot sensitive
applicants and those with low or high stress
tolerance.
• Puzzle questions
 Recruiters for technical, finance, and other types of
jobs use questions to pose problems requiring
unique (“out-of-the-box”) solutions to see how
candidates think under pressure.

© 2008 Prentice Hall, Inc. All rights reserved. 7–9

 Administering the Interview

Unstructured
Sequential
Interview

Structured
Web-Assisted
Sequential
Interviews
Interview

Ways in Which
Interviews Can
Computerized Be Conducted Panel
Interviews Interview

Phone and Video Mass

Interviews Interview

© 2008 Prentice Hall, Inc. All rights reserved. 7–10

Errors That Undermine An Interview’s Usefulness?

Nonverbal Behavior
First Impressions
and Impression
(Snap Judgments)
Management

Interviewer’s Factors
Applicant’s Personal
Misunderstanding Affecting Characteristics
of the Job
Interviews

Candidate-Order
Interviewer
(Contrast) Error and
Behavior
Pressure to Hire

© 2008 Prentice Hall, Inc. All rights reserved. 7–11

How to Conduct a More Effective Interview

Suggestions

1 Structure Your Interview

2 Prepare for the Interview

3 Establish Rapport
4 Ask Questions
5 Close the Interview
6 Review the Interview

© 2008 Prentice Hall, Inc. All rights reserved. 7–12

 KEY TERMS

unstructured or nondirective interview

structured or directive interview
situational interview
behavioral interview
job-related interview
stress interview
unstructured sequential interview
structured sequential interview
panel interview
mass interview
candidate-order error

© 2008 Prentice Hall, Inc. All rights reserved. 7–13

© 2008 Prentice Hall, Inc. All rights reserved. 7–14