5-7: Different methods and types of questions for conducting an employment interview. Flashcards
What are the common methods of conducting employment interviews?
One-on-One, Panel, Telephone, and Technology-Based interviews.
What is a one-on-one interview?
A face-to-face interview between the applicant and an HR professional or manager, often using BDI, situational, or non-directive questions.
What is a panel interview?
An interview where a panel of interviewers questions and observes a single candidate, often taking turns asking questions.
Why are telephone interviews commonly used?
They serve as an initial screening tool to assess a candidate’s qualifications and verbal communication skills.
How are technology-based interviews conducted?
Through voice applications, video responses, or platforms like Skype and Google Meet, offering objectivity and reducing impression management.
What is a Behavioural Description Interview (BDI) question?
A question focused on real-life incidents, asking candidates what they actually did in a given situation.
Give an example of a BDI question sequence.
Describe a situation where you disciplined an employee.
What action did you take?
What were the results?
What is a situational interview question?
A question in which the applicant is given a hypothetical scenario and asked how they would respond.
Why are BDI questions considered effective?
They are based on past performance, which is a strong predictor of future job success.
What are the benefits of structured interview questions?
They provide consistent responses, reduce discrimination risks, and are easier to evaluate against predefined benchmarks.
What are unstructured interview questions?
Broad, open-ended questions that allow candidates to talk freely with minimal interruption, such as “Tell me more about your experiences on your last job.”
What is a potential drawback of unstructured interviews?
They can result in inconsistent and subjective responses, potentially disadvantaging minority candidates.
Give an example of a situational interview question.
“You work on a project with an unrealistic deadline. What would you do in this situation?”
What is the best approach for selecting interview questions?
A mix of structured questions for assessing skills and unstructured questions for a conversational interview experience.
What is the purpose of interview guidelines?
To increase the reliability and validity of interviews and avoid discriminatory questions.
What are some best practices for conducting interviews?
Use appropriate questions to gather necessary info.
Ask probing questions for detailed responses.
Take time before making judgments.
Observe candidate behavior for authenticity.
What is a realistic job preview?
Providing applicants with all aspects of the job (positive and negative) to ensure job satisfaction and reduce turnover.
What are examples of appropriate interview questions?
National Origin: Are you legally entitled to work in Canada?
Age: Have you reached the minimum age for work, as defined by law?
Sex: How would you like to be referred to during the interview?
What are examples of inappropriate interview questions?
National Origin: Where were you born?
Age: How old are you?
Sex: What are your childcare arrangements?
What is an employment assessment?
An objective, standardized way to assess a person’s knowledge, skills, abilities (KSAs), and competencies in relation to others.
What is the primary purpose of employment assessments?
To gather information that helps predict job performance in the organization.
When is it inappropriate to use an employment test?
When the skills being tested, like keyboarding, are not relevant to the job.
What are key concerns about employment assessments?
The reliability and validity of tests, and whether they are biased or appropriate for the job.
Are pre-employment tests legal?
Yes, as long as they do not discriminate based on race, color, sex, national origin, religion, disability, or age.
What is a major exception to legal employment assessments?
Lie detector tests, which are illegal in most cases under the Employee Polygraph Protection Act (EPPA).
Why must employment assessments ensure validity and reliability?
Without them, employers may face legal challenges due to bias or discrimination.
