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BAB 7 Interviewing Candidates

BAB 7 Interviewing Candidates. Christy Agung Yunita & Gde Nyoman Krishna Manu. Learning Objectives. List the main types of selection interviews List and explain the main errors that can undermine an interview’s usefulness Define a structured situational interview

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BAB 7 Interviewing Candidates

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  1. BAB 7Interviewing Candidates Christy AgungYunita & GdeNyoman Krishna Manu

  2. Learning Objectives • List the main types of selection interviews • List and explain the main errors that can undermine an interview’s usefulness • Define a structured situational interview • Explain and illustrate each guideline for being a more effective interviewer • Give several examples of situational questions, behavioral questions, and background questions that provide structure

  3. BASIC TYPES OF INTERVIEWS

  4. Definisi Interview Prosedur yang didesainuntukmemperolehinformasidariseseorangmelaluitanggapanlisanterhadappertanyaanlisan (performance appraisal interview, exit interview, & selection interview)

  5. Selection of Interviews Interview Structure Interview Administration Interview Content

  6. Menggunakandaftarpertanyaan yang sudahterstandarisasi & memungkinkanmemberikannilaiuntuksetiapjawaban (jikadibutuhkan) Structured / Directive Interview Which to use? Tidakmenentukandantidakmenggunakandaftarpertanyaan Unstructured / Nondirective Interview

  7. Interview Content What Types of Question to Ask? Situational Questions Behavioral Questions Other Types of Questions (Job-related Interview, Stress Interview, Puzzle Question) How the candidate would behave in a given situation How they reacted to actual situation in the past Job-related Interview Relevant past experiences

  8. Administering the Interview One-On-One Interview Phone Interview Second Life Sequential Interview Video / Web Interview Bain & Company Case Interview Panel Interview Computerized Interview Speed Dating

  9. 3 Ways to Make the Interview Useful Use structured situational interviews  Carefully select traits to assess  Beware of Commiting Interviewing Errors 

  10. The Errors That Undermine An Interview’s Usefulness Effect of Personal Characteristics First Impression (Snap Judgments 5 1 Not Clarifying What the Job Requires 2 Employment Discrimination Candidate-Order (Contrast) Error and Pressure to Hire 3 Interview Behavior 6 Nonverbal Behavior and Impression Management Impression Management 4

  11. Designing a Structured Situational Interview Analyze the job Rate the job’s main duties Create interview questions Create benchmark answers Appoint the interview panel and conduct interviews

  12. 1. First, make sure you know the job 2. Structure the interview 8. Review the interview 7. Close the interview How to Conduct an Effective Interview 3. Get Organized 6. Take brief, unobtrusive notes during the interview 4. Establish Rapport 5. Ask questions

  13. Profiles and Employee Interviews

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