Chapter 6

1. Chapter 6 Interviewing Candidates

2. 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?

3. Outline of Chapter 6 • What can undermine an interviews usefulness? • First impressions • Misunderstanding the job • Candidate order error and pressure to hire • Nonverbal behavior and impression management • Effect of personal characteristics: attractiveness, gender, race • Interviewer behavior

4. Outline of Chapter 6 • Designing and conducting the effective interview • The 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

5. 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 interview • High-performance insight • Summary

6. 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

7. 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

8. Interview 101 Definition • 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

9. 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

10. How it’s structured The content How it’s administered Selection Interviews

11. How Interviews Are Structured • Directive • Nondirective Applicant Interview Guide

12. Content • Interview content Situational Behavioral Job related Stress

13. 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?” $20.50 $0.50

14. Interview Administration • How administered • Personal • Unstructured sequential • Structured sequential • Panel • Mass • Computerized

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

16. 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 recruiter chat at this page

17. What Can Undermine Success in an Interview? • First impressions • Job misunderstanding • Candidate order error • Interviewer behavior • Personal characteristics • Nonverbal behavior management

18. 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?

19. Effect of Personal Characteristics • Attractiveness • Gender • Race

20. 5 Steps in Interview Design Job Analysis Rate the Job Duties Create Interview Questions Create Benchmark Answers Appoint Panel & Conduct Interviews

21. 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

22. How to Structure and Conduct Your Interview • Rating scales to rate answers • Use panel interviews • Use a structured interview form • Control the interview

23. 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

24. 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

25. 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

26. 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

27. Streamlining Interviews • Interviewer must get questions around these four factors answered • Knowledge and experience • Motivation • Intellect • Personality

28. 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?

29. 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?

30. 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?

31. 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

32. Stick to the Plan + Self-assessments (by the candidate of his or her strengths and weaknesses) + Military experiences + Present outside activities

33. 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

34. Summary Slide • Outline • What you should be able to do • Interview 101 • Basic types of interviews • Selection interviews • How interviews are structured • Content

35. Summary Slide (Cont.) • Puzzle questions • Interview administration • Computerized interviews • Are interviews useful? • What can undermine success in an interview?

36. 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

37. Summary Slide (Cont.) • Establish rapport & ask questions • Close and review • How to be a good interviewee • Streamlining interviews • Questions on the 4 factors

38. Summary Slide (Cont.) • Stick to the Plan • And Find a Match • Value-based hiring builds employee commitment