hrm interviewing candidates
TRANSCRIPT
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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.