Dessler HRM12e PPT 07

GARY DESSLER
HUMAN RESOURCE MANAGEMENT

Global Edition 12e
Chapter 7
Interviewing
Candidates
PowerPoint Presentation by Charlie Cook
The University of West Alabama
Copyright 2011 Pearson Education
Part 2 Recruitment and Placement
Copyright 2011 Pearson Education 72
1. Main types of selection interviews.
2. Structured situational interview.
3. Explain and illustrate each guideline for being a more
effective interviewer.
4. Give several examples of situational questions,
behavioral questions, and background questions that
provide structure.
5. The steps in a streamlined interview process.
LEARNING OUTCOMES
Basic Types of Interviews
Selection Interview
Appraisal Interview
Exit Interview
Types of
Interviews
Selection Interview Structure
Interview
structure
Interview
administration
Selection Interview
Characteristics
Interview
content
Selection Interview Formats
Unstructured
(nondirective)
interview
Structured
(directive)
interview
Interview Structure
Formats
Interview Content
Situational
interview
Behavioral
interview
Job-related
interview
Types of Questions Asked
Stress
interview
Administering the Interview
Unstructured
sequential interview
Panel
interview
Phone
interviews
Video/Web-assisted
interviews
Computerized
interviews
Mass
interview
Structured
sequential interview
Ways in
Which
Interview Can
be Conducted
How to Design and Conduct
An Effective Interview
The Structured Situational Interview
Use either situational questions or behavioral questions that
yield high criteria-related validities.
Step 1: Analyze the job.
Step 2: Rate the jobs main duties.
Step 3: Create interview questions.
Step 4: Create benchmark answers.
Step 5: Appoint the interview panel and conduct
interviews.
FIGURE 72 Examples of Questions That Provide Structure
Situational Questions
1. Suppose a more experienced coworker was not following standard work procedures 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
3. Based on your past work experience, what is the most significant action you have ever taken
to help out a coworker?
4. Can you provide an example of a specific instance where you developed a sales
presentation that was highly effective?
Background Questions
5. What work experiences, training, or other qualifications do you have for working in a
teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions
7. What steps would you follow to conduct a brainstorming session with a group of employees
on safety?
8. What factors should you consider when developing a television advertising campaign?
FIGURE 73 Suggested Supplementary Questions for Interviewing Applicants
1. How did you choose this line of work?
2. What did you enjoy most about your last job?
3. What did you like least about your last job?
4. What has been your greatest frustration or disappointment on your present job? Why?
5. What are some of the pluses and minuses of your last job?
6. What were the circumstances surrounding your leaving your last job?
7. Did you give notice?
8. Why should we be hiring you?
9. What do you expect from this employer?
10. What are three things you will not do in your next job?
11. What would your last supervisor say your three weaknesses are?
12. What are your major strengths?
13. How can your supervisor best help you obtain your goals?
14. How did your supervisor rate your job performance?
15. In what ways would you change your last supervisor?
16. What are your career goals during the next 13 years? 510 years?
17. How will working for this company help you reach those goals?
18. What did you do the last time you received instructions with which you disagreed?
19. What are some things about which you and your supervisor disagreed? What did you do?
20. Which do you prefer, working alone or working with groups?
21. What motivated you to do better at your last job?
22. Do you consider your progress in that job representative of your ability? Why?
23. Do you have any questions about the duties of the job for which you have applied?
24. Can you perform the essential functions of the job for which you have applied?
Using a Streamlined Interview Process
1. Prepare for the interview
Knowledge and experience
Motivation
Intellectual capacity
Personality factor
2. Formulate questions to ask
in the interview
Intellectual factor
Motivation factor
Personality factor
Knowledge and experience
factor
3. Conduct the interview
Have a plan
Follow your plan
4. Match the candidate to the job

FIGURE 74
Interview Evaluation
Form
FIGURE 75 Interview Questions to Ask
1. What is the first problem that needs the attention of the person you hire?
2. What other problems need attention now?
3. What has been done about any of these to date?
4. How has this job been performed in the past?
5. Why is it now vacant?
6. Do you have a written job description for this position?
7. What are its major responsibilities?
8. What authority would I have? How would you define its scope?
9. What are the companys five-year sales and profit projections?
10. What needs to be done to reach these projections?
11. What are the companys major strengths and weaknesses?
12. What are its strengths and weaknesses in production?
13. What are its strengths and weaknesses in its products or its competitive position?
14. Whom do you identify as your major competitors?
15. What are their strengths and weaknesses?
16. How do you view the future for your industry?
17. Do you have any plans for new products or acquisitions?
18. Might this company be sold or acquired?
19. What is the companys current financial strength?
20. What can you tell me about the individual to whom I would report?
21. What can you tell me about other persons in key positions?
22. What can you tell me about the subordinates I would have?
23. How would you define your management philosophy?
24. Are employees afforded an opportunity for continuing education?
25. What are you looking for in the person who will fill this job?
FIGURE 7A1
Structured Interview
Guide
FIGURE 7A1
Guide (contd)
FIGURE 7A1
Guide (contd)

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GARY DESSLER

HUMAN RESOURCE MANAGEMENT

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