7

Gary Dessler

Human Resource Management, 16th Edition

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Interviewing

Candidates

Learning Objectives

Prepared by Prof. Dr. Ireen Akhter

When you finish studying this chapter, you should be able to:

7-1 Give examples of the main types of selection interviews.

7-2 Give examples of the main errors that can undermine an interview’s usefulness.

7-3 Define a structured situational interview and explain how to conduct effective selection interviews.

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Types of Interviews

Prepared by Prof. Dr. Ireen Akhter

• Interviews are classified according to
• How they are structured
• Their “content”—the types of questions they contain
• How the firm administers the interviews (for instance, one-on-one or via a committee)

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• Types of interviews (Questions) used at work are:
• Structured (or directive)-same questions for everyone
• Unstructured (or non-directive) – no set format
• Situational – perceived situation
• Behavioral – actual situation from past
• Job-related
• Stress - series of often rude questions

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How should we conduct the interview?

Prepared by Prof. Dr. Ireen Akhter

1. Structured Sequential -several persons interview the applicant, in sequence, one-on-one, and then make their hiring decision. Each interviewer rates the candidates on a standard evaluation form, using standardized questions. The hiring manager then reviews these ratings before deciding whom to hire.
2. Unstructured Sequential
3. Panel - also known as a board interview, where a team of interviewers (usually two to three), who together question each candidate and then combine their ratings of each candidate’s answers into a final panel score.
4. Mass - several candidates are interviewed in a panel.
5. Phone Interviews
6. Computer-based Job Interviews
7. Online Video Interviews

Factors That Can Undermine an

Interview’s Usefulness

Prepared by Prof. Dr. Ireen Akhter

Keep three things in mind—

• use structured interviews,
• know what to ask, and
• avoid the common interviewing errors.

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Common interviewing errors.

• Snap Judgements (First Impression)
• Not clarifying what the job involves and requires
• Candidate-Order (Contrast) Error and Pressure to Hire
• Nonverbal Behavior and Impression Management
• Effect of Personal Characteristics: Attractiveness, Gender, Race
• The interviewer’s inadvertent behaviors

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The Structured Interview

Prepared by Prof. Dr. Ireen Akhter

Step 1. Analyze the job.

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

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The Toyota Way - Toyota’s hiring process takes about 20 hours and six phases over several days for hiring an assembler candidates. The process :

Step 1: an in-depth online application (20–30 minutes)

Step 2: a 2- to 5-hour computer-based assessment

Step 3: a 6- to 8-hour work simulation assessment

Step 4: a face-to-face interview

Step 5: a background check, drug screen, and medical check

Step 6: job offer

Examples of Structured Interview Questions

Prepared by Prof. Dr. Ireen Akhter

Situational Questions:

1. Suppose a co-worker was not following standard work procedures. The co-worker was more experienced than you and claimed the new procedure was better. Would you use the new procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do?

Past Behavior Questions:

1. Based on your past work experience, what is the most significant action you have ever taken to help out a co-worker?
2. Can you provide and example of a specific instance where you developed a sales presentation that was highly effective?

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Examples of Structured Interview Questions

Prepared by Prof. Dr. Ireen Akhter

Background Questions:

1. What work experiences, training, or other qualifications do you have for working in a teamwork environment?
2. What experience have you had with direct point-of-purchase sales?

Job Knowledge Questions:

1. What steps would you follow to conduct a brainstorming session with a group of employees on safety?
2. What factors should you consider when developing a television advertising campaign?

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