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Lecture 16

This document provides an overview of human resource management and interviewing candidates. It discusses the basic features, types, and formats of interviews. It also examines interview content, types of questions, and factors that affect interviews. Finally, it offers guidance on designing structured interviews and conducting them effectively.

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Shwaid Ahmed
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25 views

Lecture 16

This document provides an overview of human resource management and interviewing candidates. It discusses the basic features, types, and formats of interviews. It also examines interview content, types of questions, and factors that affect interviews. Finally, it offers guidance on designing structured interviews and conducting them effectively.

Uploaded by

Shwaid Ahmed
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Course:

Human Resource Management

Course Code:
BUS 231

Instructor: Prof. Hira Tanweer


Interviewing Candidates
Basic Features of Interviews
• An interview
 A procedure designed to obtain information from a
person through oral responses to oral inquiries
• Types of interviews
 Selection interview
 Appraisal interview
 Exit interview
• Interviews formats
 Structured
 Unstructured
Types of Interviews
• Selection interview
A selection procedure designed to predict future job performance
on the basis of applicants’ oral responses to oral inquiries.
• Appraisal interview
A discussion, following a performance appraisal, in which
supervisor and employee discuss the employee’s rating and
possible remedial actions.
• Exit interview
An interview to elicit information about the job or related
matters to the employer some insight into what’s right or wrong
about the firm.
Formats of Interviews
• Unstructured or nondirective interview
An unstructured conversational-style interview in which
the interviewer pursues points of interest as they come
up in response to questions.

• Structured or directive interview


An interview following a set sequence of questions.
Interview Content: Types of Questions
• Situational interview
A series of job-related questions that focus on how the
candidate would behave in a given situation.
• Behavioral interview
A series of job-related questions that focus on how they
reacted to actual situations in the past.
• Job-related interview
A series of job-related questions that focus on relevant
past job-related behaviors.
Interview Content: Types of Questions
• Stress interview
An interview in which the interviewer seeks to make the
applicant uncomfortable with occasionally rude questions
that supposedly to spot sensitive applicants and those with
low or high stress tolerance.

• Puzzle questions
Recruiters for technical, finance, and other types of jobs use
questions to pose problems requiring unique (“out-of-the-
box”) solutions to see how candidates think under pressure.
Personal or Individual Interviews
• Unstructured sequential interview
An interview in which each interviewer forms an
independent opinion after asking different questions.
• Structured sequential interview
An interview in which the applicant is interviewed
sequentially by several persons; each rates the applicant on
a standard form.
• Panel interview
An interview in which a group of interviewers questions the
applicant.
Personal or Individual Interviews
• Mass interview
A panel interviews several candidates simultaneously.
Computerized Interviews
• Computerized selection interview
An interview in which a job candidate’s oral and/or
computerized replies are obtained in response to computerized
oral, visual, or written questions and/or situations.
• Characteristics
 Reduces amount of time managers devote to interviewing
unacceptable candidates.
 Applicants are more honest with computers.
 Avoids problems of interpersonal interviews.
 Mechanical nature of computer-aided interview can leave an
applicant dissatisfied.
Factors Affecting Interviews
• First impressions
 The tendency for interviewers to jump to conclusions—
make snap judgments—about candidates during the first few
minutes of the interview.

 Negative bias: unfavorable information about an applicant


influences interviewers more than does positive information.
Factors Affecting Interviews (cont’d)
• Misunderstanding the job
Not knowing precisely what the job entails and what sort of
candidate is best suited causes interviewers to make decisions
based on incorrect stereotypes of what a good applicant is.

• Candidate-order error
An error of judgment on the part of the interviewer due to
interviewing one or more very good or very bad candidates just
before the interview in question.
Factors Affecting Interviews (cont’d)
• Nonverbal behavior and impression management
 Interviewers’ inferences of the interviewee’s personality
from the way he or she acts in the interview have a large
impact on the interviewer’s rating of the interviewee.

 Clever interviewees attempt to manage the impression they


present to persuade interviewers to view them more
favorably.
Factors Affecting Interviews (cont’d)
• Effect of personal characteristics:
Gender, race – Interviewers tend have a different point of view
for the candidates on the basis of:

 Gender
 Of a different racial background
 Disabled
Factors Affecting Interviews (cont’d)
• Interviewer behaviors affecting interview outcomes

 Talking so much that applicants have no time to answer


questions.
 Letting the applicant dominate the interview.
 Acting more positively toward a favored (or similar to the
interviewer) applicant.
Designing and Conducting the Interview

• The structured situational interview


Use either situational questions (preferred) or behavioral
questions that yield high criteria-related validities.

Step 1: Job Analysis


Step 2: Rate the Job’s Main Duties
Step 3: Create Interview Questions
Step 4: Create Benchmark Answers
Step 5: Appoint the Interview Panel and Conduct Interviews
Designing and Conducting the Interview
• Structure your interview:
1. Base questions on actual job duties.
2. Use job knowledge, situational, or behaviorally oriented questions and
objective criteria to evaluate the interviewee’s responses.
3. Train interviewers.
4. Use the same questions with all candidates.
5. Use descriptive rating scales (excellent, fair, poor) to rate answers.
6. Use multiple interviewers or panel interviews.
7. If possible, use a standardized interview form.
8. Control the interview.
9. Take brief, unobtrusive notes during the interview.
Examples of Questions That Provide Structure
How to Conduct an Effective Interview
(cont’d)
• Prepare for the interview
 Secure a private room to minimize interruptions.
 Review the candidate’s application and résumé.
 Review the job specifications .
• Establish rapport
 Put the person at ease.
• Ask questions
Follow your list of questions.
 Don’t ask questions that can be answered yes or no.

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