7

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Interviewing Candidates

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I.
List and give examples of the
main types of selection
interviews.

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 Interviews
4-

An interview is a procedure designed to obtain

information from a person through oral responses to
oral inquiries.
A selection interview (the focus of this chapter) is a
selection procedure designed to predict future job
performance based on applicants’ oral responses to oral
inquiries.

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Basic Types of Interviews

Structured vs. Unstructured Interviews

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 BASIC TYPE OF INTERVIEWS

Structured
Unstructured
An unstructured conversational-style An interview following a set
interview in which the interviewer sequence of questions.
pursues points of interest as they these interviews tend to be more
come up in response to questions. consistent, reliable, and valid.
Typical questions here might include, Having a standardized list of
for instance, questions can also help even less
“Tell me about yourself,” talented interviewers conduct better
“Why do you think you’d do a good interviews. Standardizing the
job here?” and interview also enhances job
“What would you say are your main relatedness.
strengths and weaknesses?

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Interview content

Questions to ask
o Situational: you ask the candidate what his or her behavior would be in a
given situation
o Behavioral: Behavioral interviews ask applicants to describe how they reacted
to actual situations in the past.
o Job-related: the applicants answer questions about relevant past experiences.
o Stress: the applicant is made uncomfortable by a series of often rude
questions. This technique helps identify hypersensitive applicants and those
with low or high stress tolerance.
o Puzzle questions: Recruiters like to use them to see how candidates think
under pressure.

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How Should We Conduct the Interview?

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How Should We Conduct the Interview?

1. One-on-One
2. Sequential

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How Should We Conduct the Interview?

3. Panel
4. Mass

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How Should We Conduct the Interview?

5. Phone
6. Computer-based
7. Web-based Video

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Online Video Interview Preparation

Look Presentable
Clean Up The Room
Test First
Do A Dry Run
Relax

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II.
List and explain the main
errors that can undermine an
interview’s usefulness.

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Avoiding Errors That Can Undermine an

Interview’s Usefulness

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What Can Undermine an Interview’s

Usefulness?

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III.
Define a structured situational interview and
give examples of situational questions,
behavioral questions, and background
questions that provide structure.

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How to Design and Conduct an

Effective Interview

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Designing the Structured Situational Interview

1. Analyze the job

2. Rate the job’s main duties
3. Create interview questions
4. Create benchmark answers
5. Appoint interview panel and conduct
interviews

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How to Conduct an4-Effective Interview
 How to Conduct an4-Effective Interview

Step 1: First, know the job.

Step 2: Structure the interview.
• Base questions on actual job duties.
• Use job knowledge, situational, or behavioral questions.
• Use the same questions with all candidates.
• For each question, if possible, have several ideal
answers and a score for each.
• List your questions before the interview.
 How to Conduct an4-Effective Interview

Step 3:
Get organized.
Hold the interview in a private place to minimize
interruptions (including text messages).
Prior to the interview, review the candidate’s application
and résumé.
Note any areas that are vague or that may indicate
strengths or weaknesses.
 How to Conduct an Effective
4- Interview (cont.)
Step 4: Establish rapport. Start by putting the person at ease.
Step 5: Ask questions.
Try to follow the situational, behavioral, and job knowledge
questions you wrote out ahead of time.
Step 6: Take brief, unobtrusive notes during the interview
Step 7: Close the interview. Leave time to answer any questions the
candidate may have and, if appropriate, to advocate your firm to the
candidate. Try to end the interview on a positive note.
Step 8: Review the interview. Once the candidate leaves, review your
interview notes, score the interview answers (if you used a guide), and
make a decision.
In rejecting a candidate, one perennial question is, should you provide
an explanation or not?

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V.
What are the main points to know
about developing and extending the
actual job offer?

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Developing and Extending the Job

Offer

Judgmental approach
Statistical approach
Hybrid approach

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The Job offer Main Parameters

The job offer will include:

o Pay rates
o Benefits
o Actual job duties
There may be some negotiations
When agreement is reached, the employer will extend
a written job offer to the candidate

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Issues to Consider with the Written Offer

A job 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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The Employment Contract

An employment contract includes:

o

o Duration
o Severance provisions
o Nondisclosure requirements
o Covenants not to compete
o Relocation provision

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