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7 Interviewing Candidates
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Human Resource Management 14th Edition, Global Edition
Gary Dessler
Copyright © 2015 Pearson Education Ltd.
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Learning Objectives
1. List and give examples of the main
types of selection interviews.
2. List and explain the main errors that
can undermine an interview’s
usefulness.
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7-3
Learning Objectives
3. Define a structured situational interview and give examples of situational questions, behavioral questions, and background questions that provide structure.
4. What are the main points to know about developing and extending the actual job offer?
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List and give examples of the main types of selection
interviews.
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Basic Types of Interviews
• Structured vs. unstructured• Questions to ask
o Situational o Behavioral o Job-related o Stresso Puzzle questions
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Administering Interviews
• Panel
• Phone
• Video/web-assisted
• Computerized
• Second Life
• Speed dating
• Case interviews
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IMPROVING PERFORMANCE:HR as a Profit Center
• Great Western Bank uses a computerized job interviewoCandidate responds via a touch screen
and a microphoneoApplicant can see what the job is really
likeo Those hired are reportedly 26% less likely
to leave within 90 days o Turnover costs reduced
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Three Ways to Make the Interview Useful
• Structure the interview
• Carefully select traits to assess
• Beware of committing interviewing
errors
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Education Ltd.
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Review
• Structured vs.
unstructured
• Questions to ask
o Situational
o Behavioral
o Job-related
o Stress
o Puzzle questions
• Administration
o Panel
o Phone
o Video/web-
assisted
o Computerized
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Education Ltd.
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List and explain the main errors that can undermine an interview’s usefulness.
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Education Ltd.
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• Snap judgments
• Job requirements not clear
• Candidate-order & pressure to
hire
• Nonverbal behavior & impression
management
• Personal characteristics
• Interviewer mistakes
Errors That Undermine Interviews
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IMPROVING PERFORMANCE:
HRPractices Around the Globe
• Selection Practices Abroad
o Traditional selection practices
o Cultural demands
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Education Ltd.
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Review
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Education Ltd.
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7-14
Define a structured situational interview and give examples of situational
questions, behavioral questions, and background questions that provide
structure.
Copyright © 2015 Pearson Education Ltd.
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How to Design and Conduct an Effective Interview
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Design and Conduct an Effective Interview
1. Analyze the job
2. Rate main duties
3. Create questions
4. Create benchmark answers
5. Appoint interview panel and
conduct interviews
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Education Ltd.
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IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs
How to Conduct an Effective Interview
1. Know the job2. Structure the
interview3. Get organized4. Establish
rapport
5. Ask questions6. Take brief notes7. Close the
interview8. Review the
interview
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Talent Management: Profiles and Employee Interviews
• Use the same job profile (competencies,
traits, knowledge, and experience) for
creating interview questions as for recruiting
o Testing
o Training
o Appraising and
o Paying the employee
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• Job analysis
• Rating
• Creating questions
• Benchmark answers
• Create a panel and
conduct interviews
Review
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Education Ltd.
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What are the main points to know about developing and extending
the actual job offer?
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• The job offer will include: o Pay rateso Benefitso Actual job duties
• There may be some negotiations• When agreement is reached, the
employer will extend a written job offer to the candidate
Developing and Extending the Job Offer
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Issues to Consider with the Written Offer
• Ajob offer letter has the:
o Welcome sentence
o Pay information
o Benefits information
o Paid leave information
o Terms of employment
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• An employment contract includes:
o Includes duration
o Severance provisions
o Nondisclosure requirements
o Covenants not to compete
The Employment Contract
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Review
• Just as the job offer includes pay rates, benefits and job duties the letter of employment will also include these.
• The employment contract will include the term 3 years etc.
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Improving Performance at The Hotel ParisThe New Interviewing Program
• For the jobs of security guard, and valet,
develop five additional situational, five
behavioral, and five job knowledge
questions, with descriptive
good/average/poor answers.
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7-26
Hotel Paris StrategyChapter 7
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7-27Copyright © 2015 Pearson Education Ltd.