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    InterviewingInterviewing

    CandidatesCandidates7

    Copyright 2013 Pearson Education Chapter 7-1

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    Learning ObjectivesLearning Objectives

    1. List the main types of selection

    interviews.

    2. List and explain the main errors that

    can undermine an interviews

    usefulness.

    3. Define a structured situational

    interview.

    Copyright 2013 Pearson Education Chapter 7-2

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    Learning ObjectivesLearning Objectives

    4. Explain and illustrate each guideline

    for being a more effective

    interviewer.5. Give several examples of

    situational questions, behavioral

    questions, and backgroundquestions that provide structure.

    Copyright 2013 Pearson Education Chapter 7-3

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    List the main types ofList the main types ofselection interviews.selection interviews.

    Copyright 2013 Pearson Education Chapter 7-4

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    Basic Types of InterviewsBasic Types of Interviews

    Structured vs. unstructured

    Questions to askoSituational

    oBehavioral

    oJob-related

    oStress

    oPuzzle questions

    Copyright 2013 Pearson Education Chapter 7-5

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    Administering InterviewsAdministering Interviews

    Panel

    Phone

    Video/web-assisted

    Computerized

    Second Life

    Speed dating

    Case interviews

    Copyright 2013 Pearson Education Chapter 7-6

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    Three Ways to Make theThree Ways to Make the

    Interview UsefulInterview Useful Structure the interview

    Carefully select traits to assess Beware of committing interviewing

    errors

    Copyright 2013 Pearson Education Chapter 7-7

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    ReviewReview

    Administration

    oPanel

    oPhoneoVideo/web-

    assisted

    oComputerized

    Copyright 2013 Pearson Education Chapter 7-8

    Structured vs.

    unstructured

    Questions to ask Situational

    o Behavioral

    o

    Job-relatedo Stress

    o Puzzle questions

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    List and explain the mainList and explain the main

    errors that can undermine anerrors that can undermine aninterviews usefulnessinterviews usefulness

    Copyright 2013 Pearson Education Chapter 7-9

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    Errors that UndermineErrors that Undermine

    InterviewsInterviews

    Snap judgments

    Job requirements

    Candidate-order & pressure to hire

    Nonverbal behavior & impressionmanagement

    Personal characteristics

    Interviewer mistakes

    Copyright 2013 Pearson Education Chapter 7-10

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    ReviewReview

    Copyright 2013 Pearson Education Chapter 7-11

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    Define a structuredDefine a structured

    situational interviewsituational interview

    Copyright 2013 Pearson Education Chapter 7-12

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    Designing & ConductingDesigning & Conducting

    Structured InterviewsStructured Interviews1. Analyze the job

    2. Rate main duties3. Create questions

    4. Create benchmark answers

    5. Appoint interview panel and

    conduct interviews

    Copyright 2013 Pearson Education Chapter 7-13

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    ReviewReview Job analysis

    Rating

    Creating questions Benchmark answers

    Create a panel and conductinterviews

    Copyright 2013 Pearson Education Chapter 7-14

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    Explain and illustrate eachExplain and illustrate each

    guideline for being a moreguideline for being a moreeffective interviewereffective interviewer

    Copyright 2013 Pearson Education Chapter 7-15

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    How to Conduct anHow to Conduct an

    Effective InterviewEffective Interview

    There are 8 steps to conducting an

    effective interview

    1.Make sure you know the job

    2.Structure the interview

    3.Get organized4.Establish rapport

    Copyright 2013 Pearson Education Chapter 7-16

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    How to Conduct anHow to Conduct an

    Effective InterviewEffective Interview5. Ask questions

    6. Take notes

    7. Close the interview

    8. Review the interview

    Copyright 2013 Pearson Education Chapter 7-17

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    ReviewReview

    Ask questions

    Take notes Close

    Review

    Copyright 2013 Pearson Education Chapter 7-18

    Know the job

    Structure theinterview

    Get organized

    Create rapport

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    Give several examples ofGive several examples of

    situational questions,situational questions,

    behavioral questions, andbehavioral questions, and

    background questions thatbackground questions that

    provide structureprovide structure

    Copyright 2013 Pearson Education Chapter 7-19

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    Situational (What WouldSituational (What Would

    You Do) QuestionsYou Do) Questions Suppose your boss insisted that a presentation

    had to be finished by tonight. Your subordinate

    said she has to get home early to attend an

    online class, so she is unable to help you. What

    would you do?

    The CEO just told you that hes planning onfiring your boss, with whom you are very close,

    and replacing him with you. What would you do?

    Copyright 2013 Pearson Education Chapter 7-20

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    Behavioral (Past Behavior)Behavioral (Past Behavior)

    QuestionsQuestions Tell me about a time when you had to deal with

    a particularly obnoxious person. Describe the

    situation in detail, and explain how you handledit.

    Tell me about a time when you were under a

    great deal of stress. What was the situation, and

    how did you handle it?

    Copyright 2013 Pearson Education Chapter 7-21

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    Background QuestionsBackground Questions

    What kind and how much experience

    have you had actually repairing

    automobile engines?

    Describe the types and years of

    experience you have had creating

    marketing programs for consumer

    products?

    Copyright 2013 Pearson Education Chapter 7-22

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    ReviewReview

    Situational

    Behavioral

    Background

    Copyright 2013 Pearson Education Chapter 7-23

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    All rights reserved. No part of this publication may bereproduced, stored in a retrieval system, or transmitted, in

    any form or by any means, electronic, mechanical,

    photocopying, recording, or otherwise, without the prior

    written permission of the publisher. Printed in the United

    States of America.

    Copyright 2013 Pearson Education Chapter 7-24