Chapter 7 of HRM

8/9/2019 Chapter 7 of HRM

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Human ResourceManagement

TWELFTH EDITION

G A R Y D E S S L E R

B I J U V A R K K E Y

Copyright 2011 Dorling Kindersley (India) !t" #td

$uthori%ed adaptation &rom the 'nited tates edition o& HumanResource Management 12*e

Inter!ie+ing CandidatesChapter 7

Part 2 | Recruitment and Placement


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$&ter studying this chapter you should ,e a,le to-

1"1" #ist the main types o& selection inter!ie+s"#ist the main types o& selection inter!ie+s"2"2" ./plain and illustrate at least si/ &actors that a&&ect the./plain and illustrate at least si/ &actors that a&&ect the

use&ulness o& inter!ie+s"use&ulness o& inter!ie+s"

"" ./plain and illustrate each guideline &or ,eing a more./plain and illustrate each guideline &or ,eing a moree&&ecti!e inter!ie+er"e&&ecti!e inter!ie+er"

"" .&&ecti!ely inter!ie+ a o, candidate".&&ecti!ely inter!ie+ a o, candidate"

3"3" Descri,e a structured situational inter!ie+"Descri,e a structured situational inter!ie+"

4"4" #ist the steps in a streamlined inter!ie+ process"#ist the steps in a streamlined inter!ie+ process"

5"5" #ist the guidelines &or inter!ie+ees"#ist the guidelines &or inter!ie+ees"


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6asic 7eatures o& Inter!ie+s6asic 7eatures o& Inter!ie+s

InterviewStructure

InterviewAdministration

SelectionInterviews

InterviewContent


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8ypes o& Inter!ie+s8ypes o& Inter!ie+s

Selection Interview

Appraisal Interview

Exit Interview

Types oInterviews


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Inter!ie+ 7ormatsInter!ie+ 7ormats

!nstructuredor

"ondirectiveInterview

Interview#ormats

Structuredor

$irectiveInterview


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#I%!RE 7&'( icerPro)ramsApplicant

Interview#orm

Source: $dapted &romhttp-**+++"uscg"mil* o,s*dc*DC r ograms*9 rogram7orms* D7 *DC$*Inter!ie+:20C;


7/2177

Copyright 2011 Dorling Kindersley (India) !t" #td $uthori%ed adaptation &rom the 'nited tates edition o& HumanResource Management 12*e

#I%!RE 7&'( icerPro)ramsApplicant

Interview#orm*continued+

Source: $dapted &romhttp-**+++"uscg"mil* o,s*dc*DC r ograms*9 rogram7orms* D7 *DC$*Inter!ie+:20C;


8/2178


Inter!ie+ ContentInter!ie+ Content

SituationalInterview

StressInterview

,ehavioralInterview

-o./RelatedInterview

Types o0uestions


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>hat Can 'ndermine $n Inter!ie+?s 'se&ulness@>hat Can 'ndermine $n Inter!ie+?s 'se&ulness@

"onver.al ,ehaviorand Impression

ana)ement

Applicant6s PersonalCharacteristics

Interviewer

,ehavior

#actorsA ectin)Interviews

#irst Impressions*Snap -ud)ments+

Interviewer6sisunderstandin)

o the -o.

Candidate/(rder*Contrast+ Error and

Pressure to ire


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Designing and Conducting $n .&&ecti!eDesigning and Conducting $n .&&ecti!eInter!ie+Inter!ie+

A 8he tructured ituational Inter!ie+8he tructured ituational Inter!ie+

'se either situational Buestions or ,eha!ioral'se either situational Buestions or ,eha!ioralBuestions that yield high criteria


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Ho+ to Conduct a More .&&ecti!e Inter!ie+Ho+ to Conduct a More .&&ecti!e Inter!ie+

'

2

8

9

:

uggestions-

repare &or the Inter!ie+

tructure Four Inter!ie+

.sta,lish Rapport

$sE uestions

Close the Inter!ie+

; Re!ie+ the Inter!ie+


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.&&ecti!e Inter!ie+s.&&ecti!e Inter!ie+sA tructure the Inter!ie+-tructure the Inter!ie+-

1"1" 'se'se job knowledge, situational or behavioral questions, job knowledge, situational or behavioral questions, andando, ecti!e criteria to e!aluate inter!ie+ee?s responses"o, ecti!e criteria to e!aluate inter!ie+ee?s responses"

2"2" 6ase Buestions on6ase Buestions on actual job dutiesactual job duties ""

"" 8rain inter!ie+ers"8rain inter!ie+ers"

4.4. Use the same questions with all candidatesUse the same questions with all candidates ""3"3" 'se'se descriptive rating scalesdescriptive rating scales (e/cellent &air poor) to rate(e/cellent &air poor) to rate

ans+ers"ans+ers"

4"4" 'se'se multiple interviewersmultiple interviewers or panel inter!ie+s"or panel inter!ie+s"

5"5" I& possi,le use aI& possi,le use a standardized interview formstandardized interview form "".. !ake control !ake control of the interview.of the interview.

="=" 8aEe8aEe brief, unobtrusive notesbrief, unobtrusive notes during the inter!ie+"during the inter!ie+"

10"10" Close the inter!ie+ positi!ely and re!ie+ it soon"Close the inter!ie+ positi!ely and re!ie+ it soon"


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#I%!RE 7&2 Examples o 0uestions That Provide Structure

Source: Michael Campion Da!idalmer and ames Campion G$

Re!ie+ o& tructure in the electionInter!ie+ "ersonnel "s#cholog#(1==5) p" 44 "

Situational 0uestions'< uppose a coould you use the ne+procedure@

2< uppose you +ere gi!ing a sales presentation and a di&&icult technical Buestion arose thatyou could not ans+er" >hat +ould you do@

Past ,ehavior 0uestions8< 6ased on your past +orE e/perience +hat is the most signi&icant action you ha!e e!er

taEen to help out a cohat +orE e/periences training or other Buali&ications do you ha!e &or +orEing in a

team+orE en!ironment@

;< >hat e/perience ha!e you had +ith direct pointhat steps +ould you &ollo+ to conduct a ,rainstorming session +ith a group o& employees

on sa&ety@

?< >hat &actors should you consider +hen de!eloping a tele!ision ad!ertising campaign@


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#I%!RE 7&8 Su))ested Supplementary 0uestions or Interviewin) Applicants

'< ow and why did you choose this line o wor=@2< 5hat did you en oy most a.out your last o.@8< 5hat did you li=e least a.out your last o.@9< 5hat has .een your )reatest rustration or disappointment on your present o.@ 5hy@:< 5hat are some o the pluses and minuses o your last o.@;< 5hat were the circumstances surroundin) your leavin) your last o.@7< $id you )ive notice@?< 5hy should we .e hirin) you@B< 5hat do you expect rom this employer@' < 5hat are three thin)s you will not do in your next o.@''< 5hat would your last supervisor say your three wea=nesses are@'2< 5hat are your ma or stren)ths@'8< ow can your supervisor .est help you o.tain your )oals@'9< ow did your supervisor rate your o. per ormance@':< In what ways would you chan)e your last supervisor@';< 5hat are your career )oals durin) the next '&8 years@ :&' years@'7< ow will wor=in) or this company help you reach those )oals@'?< 5hat did you do the last time you received instructions with which you disa)reed@'B< 5hat are some thin)s a.out which you and your supervisor disa)reed@ 5hat did you do@2 < 5hich do you pre erD wor=in) alone or wor=in) with )roups@

2'< 5hat motivated you to do .etter at your last o.@22< $o you consider your pro)ress in that o. representative o your a.ility@ 5hy@28< $o you have any 1uestions a.out the duties o the o. or which you have applied@29< Can you per orm the essential unctions o the o. or which you have applied@

Source: Reprinted &rom +++"HR"6#R"com +ith permission o& the pu,lisher 6usiness and

#egal Reports Inc" 1 1 Mill RocE Road .ast 9ld ay,rooE C8 200 "


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#I%!RE 7&9InterviewEvaluation#orm

Source: Reprinted &rom +++"HR"6#R"com+ith permission o& the pu,lisher 6usiness

and #egal Reports Inc" 1 1 Mill RocE Road.ast 9ld ay,rooE C8 200 "


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#I%!RE 7&: Interview 0uestions to As=


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#I%!RE 7&A'StructuredInterview %uide

Source: Copyright 1==2"8he Dartnell CorporationChicago I#" $dapted +ithpermission"


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#I%!RE 7&A'StructuredInterview %uide*continued+


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#I%!RE 7&A'StructuredInterview %uide*continued+


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K . F 8 . R M

unstructured or nondirecti!e inter!ie+unstructured or nondirecti!e inter!ie+structured or directi!e inter!ie+structured or directi!e inter!ie+situational inter!ie+situational inter!ie+,eha!ioral inter!ie+,eha!ioral inter!ie+

o,

Chapter 7 of HRM

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