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Instructor presentation questions: docwin@tampabay.rr.com

Chapter 6

Interviewing Candidates

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Outline of Chapter 6

Basic features of interviews Types of interviews

Structured versus unstructured interviews Interview content: types of questions

Administering the interview Personal interviews Computerized interviews High-performance insight Online interviews

Are interviews useful?

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Outline of Chapter 6

What can undermine an interviews usefulness?First impressionsMisunderstanding the jobCandidate order error and pressure to hireNonverbal behavior and impression managementEffect of personal characteristics: attractiveness,

gender, race Interviewer behavior

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Outline of Chapter 6

Designing and conducting the effective interviewThe structured situational interview

Step 1: Job analysis Step 2: Rate the job’s duties Step 3: Create interview questions Step 4: Create benchmark answers Step 5: Appoint the interview panel and

conduct the interviews

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Outline of Chapter 6

How to conduct an interview Structure your interview Prepare for the interview Ask questions Close the interview

Review the interview A streamlined effective interviewHigh-performance insight

Summary

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What You Should Be Able to Do

List the main types of selection interviews

Explain and illustrate at least six factors that affect the usefulness of interviews

Explain and illustrate each guideline for being a more effective interviewer

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What You Should Be Able to Do (Cont.)

Effectively interview a job candidate Explain how to develop a structured or

situational interview Discuss how to improve your

performance as an interviewer

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Interview 101

An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries

A selection interview is a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries

Definition

Definition

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Basic Types of Interviews

Selection interview’s three classifications are to be discussed fully in this chapter

Appraisal interviews are given following performance appraisals and will be discussed later

Exit interviews are performed when employees leave the company and will be discussed in later chapters

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Selection Interviews

How it’s structured

How it’s administered

The content

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How Interviews Are Structured

Directive

Applicant Interview Guide

Nondirective

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Content

Interview contentSituational

Behavioral

Job related

Stress

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Puzzle Questions

“Mike and Todd have $21 between them. Mike has $20 more than Todd. How much money has mike, and how much money has Todd?”

$0.50$20.50

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Interview Administration

How administered Personal Unstructured sequential Structured sequential Panel Mass

Computerized

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Computerized Interviews

Computers, not people Specific questions Multiple-choice format Rapid-fire sequence Requires concentration Helps reject unacceptable candidates Saves time

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Are Interviews Useful?

Interviews are a good predictor of performance

Interviews should be structured and situational

Be careful what types of traits you try to assess

Check out recruiterchat at this page

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What Can Undermine Success in an Interview?

First impressions Job misunderstanding Candidate order error Interviewer behavior Personal characteristics Nonverbal behavior management

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1. Explain and illustrate the basic ways in which you can classify selection interviews.

2. Briefly describe each of the following possible types of interviews: unstructured panel interviews; structured sequential interviews; job-related structured interviews.

3. For what sorts of jobs do you think computerized interviews are most appropriate? Why?

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Effect of Personal Characteristics

Attractiveness

Race

Gender

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5 Steps in Interview Design

Job Analysis

Rate the Job Duties

Create Interview Questions

Create BenchmarkAnswers

Appoint Panel & Conduct Interviews

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How to Structure and Conduct Your Interview

Base questions on actual job duties Use knowledge, situational questions

and objective criteria to evaluate Train interviewers Use same questions

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How to Structure and Conduct Your Interview

Rating scales to rate answers Use panel interviews Use a structured interview form Control the interview

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Prepare for the Interview

Do interview in a quiet room with no interruptions

Review resume and make notes Know the duties of the job Focus questions on skills that are a must Don’t make snap judgments

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Establish Rapport& Ask Questions

Put the interviewee at ease Begin interview with an ice breaker Be aware of the applicant’s status Follow your list of questions Ask for examples Mention you will contact references

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Close and Review

Leave time to answer questions End on a positive note Inform in writing of a decision if that’s

your policy Review notes and fill in structured form Timely review reduces snap judgments

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How to Be a Good Interviewee

+ Be prepared by learning about the company, the job and the recruiters

+ Uncover the interviewer’s real needs and relate to those needs

+ Pause, think, then speak

+ Nonverbal behavior important

+ Make a good 1st impression, be enthusiastic

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Streamlining Interviews

Interviewer must get questions around these four factors answered Knowledge and experience Motivation Intellect Personality

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Questions on the 4 Factors

What must the candidate know to perform the job?

What experience is absolutely necessary to perform the job?

Are there any unusual energy demands on the job?

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Questions on the 4 Factors

What should the person like doing to enjoy this job?

Is there anything the person should not dislike?

Are there any essential goals or aspirations the person should have?

Are there any specific intellectual aptitudes required?

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Questions onthe 4 Factors

How complex are the problems the person must solve?

What are the critical personality qualities needed for success?

How must the job incumbent handle stress, pressure, and criticism?

What kind of interpersonal behavior is required in the job up the line, at peer level, down the line, and outside the firm with customers?

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Stick to the Plan

College experiences Work experiences—summer, part time,

full time (one by one) Goals and ambitions Reactions to the job for which you are

interviewing

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Stick to the Plan

+ Military experiences

+ Present outside activities

+ Self-assessments (by the candidate of

his or her strengths and weaknesses)

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And Find a Match

Follow the plan Probe the four factors Summarize the strengths and weaknesses Draw conclusions Compare with job description Bingo!

Check out Toyota

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Summary Slide

Outline What you should be able to do Interview 101 Basic types of interviews Selection interviews How interviews are structured Content

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Summary Slide (Cont.)

Puzzle questions Interview administration Computerized interviews Are interviews useful? What can undermine success in an

interview?

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Summary Slide (Cont.)

Effect of personal characteristics Five steps in interview design How to structure and conduct your

interview How to structure and conduct your

interview Prepare for the interview

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Summary Slide (Cont.)

Establish rapport & ask questions Close and review How to be a good interviewee Streamlining interviews Questions on the 4 factors

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Summary Slide (Cont.)

Stick to the Plan And Find a Match

Value-based hiring builds employee commitment