interview
TRANSCRIPT
Exchange of VIEWS
CONVERSATION with a PURPOSE (INTENT)
SELECTION tool
Captures
ATTRIBUTES & CHARACTERSTICS
EVALUATION TOOL
Interview Constructs (Design Criteria)
1. JOB-RELEVANT CONTENT
2. INTERVIEWEE PERFORMANCE CONTENT
3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT
1. JOB-RELEVANT INTERVIEW CONTENT
1. JOB-RELEVANT INTERVIEW CONTENT
1. JOB-RELEVANT INTERVIEW CONTENT
1. JOB-RELEVANT INTERVIEW CONTENT
2. INTERVIEWEE PERFORMANCE CONTENT
2. INTERVIEWEE PERFORMANCE CONTENT
2. INTERVIEWEE PERFORMANCE CONTENT
2. INTERVIEWEE PERFORMANCE CONTENT
3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT
3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT
3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT
3. JOB-IRRELEVANT INTERVIEWER BIASES CONTENT
Exchange of VIEWS
CONVERSATION with a PURPOSE (INTENT)
SELECTION tool as it helps in capturing
ATTRIBUTES & CHARACTERSTICS of the applicant
Interview Constructs
Job Relevant Content
Interviewee Performance
Job-Irrelevant Content
1. • General Traits
2. • Experiential Traits
3. • Job Related Traits
Mental Ability / Personality / Values
Experience / Education/ Training
Knowledge / Skills / Motivation
Interview Constructs
Job Relevant Content
Interviewee Performance
Job-Irrelevant Content
1. • Social
2. • Interpersonal
3. • Personal
Impression / Self Monitoring / Control
Verbal / Nonverbal / Kinaesthetic
Training / Experience / Motivation
Interview Constructs
Job Relevant Content
Interviewee Performance
Job-Irrelevant Content
1. • Attractiveness
2. • Culture & Religion
3. • Gender
Appearance / Dressing / Height & Weight
Religion / Community / Class
Male Female
INTERVIEW Process
PRE - INTERVIEW Phase
INTERVIEW Phase
POST INTERVIEW Phase
OUTCOME - Selected
OUTCOME - Rejected
Take AwayThe interview is a two-way exchange where applicants are
also making decisions about whether the company is a good fit for them.
The interview is not an isolated interaction, but rather a complex process that begins with two parties forming
judgments and gathering information, that ends with a final
interviewer decision.
1. UNSTRUCTURED Interview
2. STRUCTURED Interview
Everyday CONVERSATION
UNSTRUCTURED Interview
CONVERSATION INFORMAL & OPEN ENDED
UNSTRUCTURED Interview
COGNITIVE / MENTAL abilities
TRAINING & EXPERIENCES
QUANTITATIVE
STRUCTURED Interview
RESEARCH Method
STRUCTURED Interview
Job KNOWLEDGE
INTERPERSONAL Skills
APPLIED knowledge
Both are Critical Incidents related to performance BUT..
Different FOCUS
SITUATIONAL QUESTIONS
Examples
Imaginary set of circumstances are presented and then interviewee is asked as to how they would respond in that situation?
Advantages:All interviewees respond to the same hypothetical situation rather than describe experiences unique to them from their past.
Situational questions allow respondents who have had no direct job experience relevant to a particular question to provide a hypothetical response.
SITUATIONAL QUESTIONS are FUTURE Oriented
Interviewees are asked to relate what they did in their past jobs or life situations that are relevant to the particular job, skills, and abilities
required for delivering the results.
Advantages:Behavioural Interviews are based on the concept that the past behaviour is the best predictor of future performance in similar situations.
BEHAVIOURAL interviews are PAST oriented
Take AwayIn actual interview settings it is very likely to use both
types of interview question (Situational or Behavioral).
Use of high-quality questions, whether Behavioral or Situational is essential to make sure that candidates provide meaningful responses
that lead to insight into their capability to perform
on the job.
Thank You!