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Interview One of Several Selection Tools

The document discusses interviews from the perspectives of both employers and candidates. It explains that interviews allow employers to determine a candidate's suitability for a job, while allowing candidates to provide information to be considered for hiring. There are different types of interviews, including structured interviews with standardized questions, and unstructured interviews that are more conversational. The document also outlines various interview question types, such as situational, behavioral, and job-related questions, as well as different interview formats like one-on-one, panel, and group interviews. Finally, it notes that interviews can be a useful selection tool when structured properly to access desired traits and reduce subjectivity.

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52 views12 pages

Interview One of Several Selection Tools

The document discusses interviews from the perspectives of both employers and candidates. It explains that interviews allow employers to determine a candidate's suitability for a job, while allowing candidates to provide information to be considered for hiring. There are different types of interviews, including structured interviews with standardized questions, and unstructured interviews that are more conversational. The document also outlines various interview question types, such as situational, behavioral, and job-related questions, as well as different interview formats like one-on-one, panel, and group interviews. Finally, it notes that interviews can be a useful selection tool when structured properly to access desired traits and reduce subjectivity.

Uploaded by

عرفان احمد
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Interview

One of Several Selection Tools

Purpose of an Interview
From Employers Perspective:
Gathering information about the candidate to
determine his/her suitability for the job
From Your Perspective:
Providing information to the interviewers so they
can make their decision, preferably in your favor.

Interviewers are in charge of


the structure of the interview
and how they will gather the
information they need.

Interviewees are in charge of preparation and how they


come across during the interview.

The Interview Scales


Logical reasons for hiring you

Culture
Match

Motivation

Intangible/emotional reasons for hiring you


Reasons why you may not be hired

Confidence

Friendliness

Competency

Qualification

Strengths

Hired

Trustworthy

Skills

Experience

Other
Candidates

CV
Gaps

Not Hired

Types of interviews
Structured

Unstructured

Structured Interview
An interview following a set
sequence of questions.

Unstructured Interview
Such type of interview follows no
set format.

Standardizing the interview:


a)

b)
c)
d)

It allows the interviewer to ask


Increases consistency across follow-up questions and pursue
candidates
points of interest as they develop.
Enhances job relatedness
Reduces overall subjectivity
Enhance
the
ability
to This type of interview can be
withstand legal challenge
described as little more than a
general conversation.

Interview Content (Types of Questions)

Situational Interview
Behavioral Interview
Job-Related Interview
Stress Interview

Types

Description

Situational Interview

In a situational interview, you ask the candidate what his or her


behavior would be in a given situation.

Behavior Based
Interview

The focus of this interview is on your specific accomplishments and


experiences, and less on your thoughts about how you might handle
such a situation.
The key to successfully answering behavior-based interview
questions is to understand how "the interviewer has been trained
to hear the answers.

Job-Related Interview

Stress Interview

A series of job-related questions that focus on relevant past jobrelated behaviors. The aim is to draw conclusion about candidates
ability to handle particular aspects of the job to be filled.
Interviewer seeks to make the applicant uncomfortable with
occasionally rude questions.
The aim is to spot sensitive applicants and those with low (or high)
stress tolerance.

Various Ways of Conducting


the Interview

Ways
One-On-One

Sequential
Unstructured Sequential
Structured Sequential

Panel
Structured panel
Mass

Details
Two people meet alone, and one interviews the other by seeking
oral responses to oral inquiries.

Several persons interview the applicant, in sequence, one-on-one ,


before a decision is made.
Each interviewer may ask different questions
Each interviewer rates the candidates on a standard evaluation
form, using standardized questions.
An interview in which a group of interviewers questions the
applicant.
More reliable and valid than unstructured ones.
Interviews several candidates simultaneously

Phone and Video

These interviews can be more accurate than face-to-face for


judging an applicants conscientiousness, intelligence and
interpersonal skills.
Here both parties can solely focus on substantive answers.

Computerized

In such type of interview, computerized responses are obtained to


computerized questions or situations.

Are Interviews Useful?


Interview is a better predictor of performance and
is comparable with other selection techniques.
For an effective interview:
a) Structure the interview for reliability
b) Be careful what sorts of traits you are trying to
access
c) Keep in mind various factors that can undermine
interviews usefulness.

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