hrm INTERVIEWING CANDIDATES

8/7/2019 hrm INTERVIEWING CANDIDATES

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INTRODUCTION An interview is a procedure designed to

obtain information from a person throughoral responses to oral inquiries.

Selection interview is a selectionprocedure designed to predict the futurejob performance on the basis of applicantsoral responses to oral inquiries.


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Types Of Interviews We can classify selection interviews

according to :

1. How structured they are ?

2. Their content the types of questionsthey contain.

3. How the firm administers the interviews ?


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Structured versus Unstructured Structured or directive interviews : An

interview following a set sequence ofquestions.

Unstructured or nondirectiveinterviews :

An unstructured conversational-style

interview in which the interviewer pursuespoints of interest as they come up inresponse to questions.


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Interviews according to their

content Situational interview :

A series of job related questions that focuson how the candidate would behave in agiven situation.

Behavioral interviews :

A series of job-related questions that focus

on how the candidate reacted to actualsituations in the past.


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Job related interview : A series of jobrelated questions that focus on relevantpast job related behaviors.

Stress interview : An interview in whichthe applicant is made uncomfortable by aseries of often rude questions. Thistechniques helps to identify hypersensitive

applicants and those with low or high stresstolerance


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Administering the Interview Interviews can also be administered in

various ways :

1. One on-one or by a panel of interviewers

2. Sequentially or all at once

3. Computerized or personally


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In One on-One interview , two peoplemeet alone, and one interviews the otherby seeking oral responses to oral inquiries.

In sequential interview several personsinterview the applicant, in sequence, one-on-one, before decision is made.


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Types of Sequential Interview Unstructured sequential interview : An

interview in which each interviewer formsan independent opinion after asking

different questions.

Structured sequential interview : Aninterview in which the applicant isinterviewed sequentially by several

persons; each rates the applicant on astandard form.


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Panel interview : In a panel interview, ateam of interviewers together intervieweach candidate, and then combine their

ratings in to a final panel score.

Mass interview : A panel interviewsseveral candidates simultaneously.


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What can undermine an interviews

usefulness ? First impressions (snap judgments)

Misunderstanding the job

Candidate-order (contrast) error

Nonverbal behavior and impressionmanagement

Personal characteristics :

attractiveness, gender, background Interviewer behavior


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Designing and Conducting an

Effective Interview The procedure for the structured

situational interview is as follows:

Step 1. Job Analysis

Write a job description with a list of jobduties, required

knowledge,skills,abilities,and other workerqualifications.


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Step 2. Rate the jobs main duties

Identify jobs main duties. Rate each jobduty based on its importance.

Step 3. Create interview questions

Create interview questions based on actual

job duties, with more questions for theimportant duties.


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Questions are of three types :

1. Situational questions.

2. Job knowledge questions.3. Willingness questions.

4. Behavioral questions.


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Step 4. Create benchmark answers

For each questions develop severaldescriptive answers and a five-point ratingscale for each, with ideal answers for good,marginal, and poor.


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Step 5. Appoint the interview panel andconduct interview

Panel consist of 3 to 6 members which mayinclude supervisor and/or incumbent, andan HR representative.

One panel member introduces the applicantand ask questions while other membersrecord and rate the applicants answers.


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How to conduct Effective Interview Structure interview

Prepare for the interview

Establish Rapport Ask questions

Close the interview

Review the interview


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THANK YOU.

hrm INTERVIEWING CANDIDATES

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