Interviewing Candidates

Basic Types of Interviews

 Structured Versus Unstructured Interviews

 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.
 Interview Content (What Types of Questions to Ask)
 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
behaviors.
 stress interview An interview in which the applicant is made uncomfortable by a series of often
rude questions. This technique helps identify hypersensitive applicants and those with low or
high stress tolerance.
How Should We Conduct the Interview

 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.
How Should We Conduct the Interview

 phone interviews
 computer-based job interviews
 web-based video interviews
Avoiding errors that can undermine an
interview’s usefulness
 structure the interview
 know what to focus on
 avoid the following common interview errors
 First Impressions (Snap Judgments)
 Not Clarifying What the Job Requires
 Candidate-Order (Contrast) Error and Pressure to Hire
 Nonverbal Behavior and Impression Management
 Effect of Personal Characteristics: Attractiveness, Gender, Race
 Diversity Counts: Applicant Disability and the Employment Interview
How to Design and Conduct an effective
Interview
 Designing a Structured Situational Interview
 step 1. Analyze the job
 step 2. Rate the job’s main duties
 step 3. Create interview questions
 step 4. Create benchmark answers
 step 5. Appoint the interview panel and conduct interviews
 How to conduct an effective Interview
 step 1: First, know the job
 step 2: structure the interview
 step 3: get organized
 step 4: establish rapport
 step 5: ask questions
 step 6: Take brief, unobtrusive notes during the interview
 step 7: Close the interview.
 step 8: Review the interview