SELECTION PROCESS

(PART 2)
 C. INTERVIEW &
BACKGROUND CHECKING
• Some companies opt for preliminary interview
of the applicant before administering the
psychological exams
• If they fail the initial interview, they will not
undergo the psychological exams
• Interview is the cornerstone of the selection
process
 C. INTERVIEW &
BACKGROUND CHECKING
• Central basis in selection
• Reliability relies on the interviewer (trained
and should be objective)
• Training:
• How to conduct an effective interview
• Pitfalls of the interview process
 C. INTERVIEW &
BACKGROUND CHECKING
3 Basic Objectives:
1. To elicit information
2. To observe and record behavior
3. To evaluate information received and behavior
observed
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TYPES:
1. Panel Type of Interview
• A candidate faces several interviewers who
take turns asking questions
• Advantage:
• Decision-makers (interviewers) are able to
gather the same information before a hiring
decision
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TYPES:
1. Panel Type of Interview
• Disadvantage:
• Stressful for the applicant to face several
interviewers of equal caliber as they ask questions
• The applicant may not provide the right answers,
given the pressure of facing the members of the
panel
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TYPES:
2. Group Type of Interview
• A screening process where you interview multiple
candidates at the same time
• Used to see how candidates will stand out with the
other applicants, how well they function in a group
of people they do not know
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TYPES:
3. Behavioral or Experience-based Interview
• Done to clarify incidents in the applicant’s past
• Ex: former jobs or life experiences related to the
job
• Past behavior can predict future behavior
• The interviewer is able to assess the applicant
based on past experiences
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TYPES:
3. Behavioral or Experience-based Interview
• EXAMPLE:
• Describe a difficult work situation you
experienced and tell me how you overcame it.
• Describe the steps you followed in developing
your last marketing campaign
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TYPES:
4. Structured Interview
• Response is recorded and assessed through a pre-
determined and behaviorally-anchored rating scale
• Fund to be more reliable and valid– controls
subjectivity
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TYPES:
4. Structured Interview
• Advantage:
• Responses are rated against pre-established answers
• Interviewer can compare the answers of all
candidates & keeps track of time (less time-
consuming)
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TYPES:
4. Structured Interview
• Disadvantage:
• applicant is not given the opportunity to express
himself/ herself more candidly– time limited
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TYPES:
5. Unstructured Interview
• Interviewer prepares guide questions and allows
the applicant to be as spontaneous as he/ she wants
to be in answering the questions
• HR interviewer may also ask for follow up
questions & the applicant is given the opportunity
to express himself/ herself
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TYPES:
5. Unstructured Interview
• Interviewer may ask open-ended questions but
does not control the direction of the interview.
• Sometimes, however, applicant or interviewer may
lose track of time– longer conversation
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6. Stress Interview
• Applicants are placed in a stressful situation to see
how they react under pressure.
• Stress/ pressure comes in the form of repeated
difficult or inappropriate interview questions, or
when different interviewers ask questions
simultaneously or long and varied questions one
after another
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7. Dining Interviews
• Interviews can be more stressful when you are
being expected to eat and talk at the same time.
• Employers take job candidates out to lunch/
dinner--- > to evaluate their social skills & to see if
they can handle themselves gracefully under
pressure; communication and interpersonal skills,
table manners (edge to other candidates)
 CHECKING
8. Situational Interview
• Asking how they would deal with a particular
hypothetical issue/situation in the future (SJ Test)
• What would you do if you discovered that a
member of your team was falsifying a
document?
• Describe how you would help increase the
market share of the company.
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9. Phone Interview
• Used to screen candidates in order to narrow the
pool of applicants who will be invited for in-
person interviews
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
1. Preparing for the Interview
2. Making a friend
3. Eliciting Information
4. Observing behavior
5. Concluding the interview
6. Evaluating results of the interview
C. INTERVIEW & BACKGROUND
CHECKING
STAGES OF A RESULTS-ORIENTED
INTERVIEW:
1. Preparing for the Interview
• Key for successful interviews
HR Personnel:
• Place for interview – privacy and avoid
interruptions
• Go over the resume & application of the
candidate 🡪 match JD & JS
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
1. Preparing for the Interview
Applicant:
• Carefully examine the JD
• Consider why you are being interviewed and your
qualifications
• Perform research on the company & role
• Prepare answers on the common questions ***
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1. Preparing for the Interview
• Prepare possible questions for the interviewer
• Conduct mock interviews
• Print copies of resume
• Prepare your travel arrangement
• Sell yourself
• Get ready to follow-up after the interview
• Practice your speaking voice & body language
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
2. Making a Friend
• “Why make a friend? We are not in need of the
job. It’s the applicant.”
• 🡪 to make the applicant open and relax and to be
straightforward in revealing himself to us.
• Do not add to their anxiety by being friendly, or
worse, hostile
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
2. Making a Friend (cont.)
a. Offer a seat.
b. Start with a small talk.
c. Give the parameters of the interview
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2. Making a Friend (cont.)
• Probing into the family background is admittedly
treading into sensitive territory since not
everybody has wholesome experience in the
family.
• School background both in academic and non=-
academic 🡪 tells about their basic intelligence &
social intelligence
•
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
3. Eliciting Information
• Avoid categorical questions (answerable by yes
or no)
• Using the why, what, how, open-ended
questions 🡪 will prod the applicant to tell you a
more exhaustive answer
• Use probing and follow up questions
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
3. Eliciting Information (cont.)
• Sample questions**
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
4. Observing Behavior
• Two (2) Skills we want to find out in Interviews:
a. Hard Skills
– computer savviness (engineer, technician)
- typing prowess ( secretary)
- do not spend much time in this
b. Soft Skills
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
4. Observing Behavior (cont.)
• Two (2) Skills we want to find out in Interviews:
b. Soft Skills
- behavioral
- action speaks louder than words
- Observe: his voice, the delivery, discrepancy,
body language
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
5. Concluding the Interview
• Be sure you did not miss any information about
the applicant (check on your notes)
• Allow the applicant an opportunity to ask🡪
project the good image of an applicant
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
6. Evaluating the Interview
• Rule No. 1: Do it immediately after the
interview.
- One cannot trust it in memory
• Rule No. 2: The results of the interview must be
evaluated against certain criteria
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STAGES OF A RESULTS-ORIENTED
INTERVIEW:
6. Evaluating the Interview (cont.)
• Suggested Criteria:
• Intelligence • Assertiveness
• Decisiveness • Sensitivity
• Energy • Openness
• Results- Oriented • Tough-mindedness
• Maturity
 C. INTERVIEW & BACKGROUND
CHECKING
SHORLISTING:
- The contains the list of qualified applicants, who
passed the preliminary interview, psychological
tests and application screening.
- They are screened again through another
interview by the Requisitioning Department
- 5- 10/ 3-5 candidates
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SHORLISTING:
- The HR conducts the background checking to be
assured about the authenticity of the documents
submitted by the shortlisted applicants
 D. JOB OFFER
- The HR department offers the job to the chosen
candidate
- If he/ she accepts the offer, the new hire will be
given the position title, summary of the job
responsibilities and a starting salary