12
A Presentation on Interviewing Candidates Presented By: Utkarsh Amaravat 1

Interviewing Candidates

Embed Size (px)

Citation preview

Page 1: Interviewing Candidates

A

Presentation

on

Interviewing Candidates

Presented By:

Utkarsh Amaravat

1

Page 2: Interviewing Candidates

Interview

• An Interview is a procedure designed to obtain

information from a person through oral responses

to oral inquiries.

• Selection Interview is a selection procedure

designed to predict future job performance on the

basis of applicants oral responses to oral inquires.

2

Page 3: Interviewing Candidates

Types of Interview

Selection Interview 1. How structured Interview are2. Interview context3. How the firm administers the

Interview

Appraisal Interview

Exit Interview

3

Page 4: Interviewing Candidates

Unstructured vs. Structured Interview

In unstructured or nondirective Interviews… the Interviewer pursues points of

interest as they come up in response to questions.

• Interviewer for same job may or may not get the same or similar question.

In structured or directive Interviews… following a set sequence of questions.

• The Interviewer specifies the questions ahead of time.

• Same set of questions, because of this, these Interviews tend to be more

reliable and valid.

• But this type of Interview don’t provide enough opportunity to candidate to

express their interest.

4

Page 5: Interviewing Candidates

Interview ContentSituational 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 the candidate reacted to actual situations in the

past.

Job-related Interview

• A series of job-related questions that focus on relevant past job-related behaviors.

Stress Interview

• An interview in which the applicant is made uncomfortable by a series of often rude questions.

This technique helps identify hyper-sensitive applicant and those with low or high stress tolerance.5

Page 6: Interviewing Candidates

Administering the Interview

One on one Interview

• In this two people meet alone and one interviews the other by seeking

oral responses to oral inquires.

Sequential Interview

• In this several person interview the applicant, in sequence, one-on-one,

before a decision is made.

• Two types:

1) Unstructured Sequential Interview

2) Structured Sequential Interview

6

Page 7: Interviewing Candidates

Administering the Interview (Continue)…

Panel Interview or Board Interview

• An interview conducted by a team of interviewers, who together interview

each candidate and then combine their rating into a final panel score.

Mass Interview

• A panel interviews several candidates simultaneously.

• The Panel poses a problem and then sits back and watches to see which

candidate takes the lead in formulating an answer.

7

Page 8: Interviewing Candidates

Administering the Interview (Continue)…

Phone and Video Interviews

• Some interviews are done entirely by telephone. These can be more

accurate than face to face interviews for judging an applicant’s

conscientiousness, intelligence and interpersonal skills.

Computerized Interviews

• A computerized Interview in one 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.

• Questions are mainly in multiple choice format.

8

Page 9: Interviewing Candidates

What can undermine an Interview’s

usefulness ?

• First Impressions (Snap Judgment)

• Misunderstanding the Job

• Candidates-Order Error and Pressure to Hire

• Nonverbal Behavior and Impression Management

• Effect of Personal Characteristics: Attractiveness,

Gender, Background

• Interviewer Behavior

9

Page 10: Interviewing Candidates

Designing & Conducting an effective

Interview

Structured Situational Interview Procedure:

1 Job Analysis Write a job description with a list of job

duties, required knowledge, skills, abilities,

etc.

2 Rate the Job’s Main Duties Identify the job’s main duties. Rate the job

duty based on important and time required.

3 Create Interview Questions Create based on actual job duties, with more

question for the important duties.

4 Create benchmark answers For each question, develop several

descriptive answers and a five-point rating

scale for each.

5 Appoints the Interview Panel

and conduct Interviews

Panel members generally review the job

description, questions and benchmark answer

before the interview.

10

Page 11: Interviewing Candidates

Things which help Interviewer

during Interview

1. Base questions on actual job duties.

2. Use job knowledge, situational or behavioral questions and objective criteria to

evaluate the interview's responses.

3. Train interviewers.

4. Use the same questions with all candidates.

5. Use descriptive rating scales.

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.

11

Page 12: Interviewing Candidates

Thank you

12