R S Interviewing Candidates CH 6a 27042023 011739pm
R S Interviewing Candidates CH 6a 27042023 011739pm
R S Interviewing Candidates CH 6a 27042023 011739pm
Types of interviews:
◦ Selection interview
◦ Appraisal interview
◦ Exit interview
Interviews formats:
◦ Structured
◦ Unstructured
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.
Formats of 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
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
they reacted to actual situations in the past.
Job-related interview:
A series of job-related questions that focus on relevant
past job-related behaviors.
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.
Personal or Individual Interviews
Unstructured sequential interview:
An interview in which each interviewer forms an
independent opinion after asking different questions.
Panel interview:
An interview in which a group of interviewers questions
the applicant.
Personal or Individual Interviews
Panel (broad) interview:
An interview in which a group of interviewers questions
the applicant.
Mass interview:
A panel interviews several candidates simultaneously.
Computerized Interviews
Computerized selection interview:
An interview in which a job candidate’s oral and/or
computerized replies are obtained in response to
computerized oral, visual, or written questions and/or
situations
Characteristics:
Reduces amount of time managers devote to
interviewing unacceptable candidates.
Applicants are more honest with computers
Avoids problems of interpersonal interviews
Mechanical nature of computer-aided interview can
leave an applicant dissatisfied.
Factors Affecting Interviews
Negative bias:
Unfavorable information about an applicant influences
interviewers more than does positive information
First impressions:
The tendency for interviewers to jump to conclusions
(snap judgments) about candidates during the first few
minutes of the interview
Factors Affecting Interviews (cont’d)
Misunderstanding the job:
Not knowing precisely what the job entails and what
sort of candidate is best suited causes interviewers to
make decisions based on incorrect stereotypes of what
a good applicant is.
Candidate-order error:
An error of judgment on the part of the interviewer due
to interviewing one or more very good or very bad
candidates just before the interview in question.
Factors Affecting Interviews (cont’d)
Nonverbal behavior and impression management:
◦ Interviewers’ inferences of the interviewee’s
personality from the way he or she acts in the interview
have a large impact on the interviewer’s rating of the
interviewee.
Establish rapport
◦ Put the person at ease.
Ask questions
◦ Follow your list of questions.
◦ Don’t ask questions that can be answered yes or
no.
EXAMPLES OF QUESTIONS
THAT PROVIDE STRUCTURE
Situational Questions: