Lecture 6: Interviewing Candidates (Chapter 7) Flashcards
What are the basic types of interviews that can be classified into?
- Structure
- Content
- Administration
Structured vs. Unstructured interviews
Structured: employer lists the questions to be asked to candidates ahead of time, list and score possible answers for appropriateness.
Unstructured: the manager follows no set format.
What are the interview’s contents (types of questions to be asked)?
- situational
- behavioral
- job-related
- stress
- puzzle questions
How should the interview be conducted?
- one-on-one or by a panel of interviews
- sequentially or all at once
- computerized or personally
- online
- phone: more useful than f2f interview in terms of judging conscientiousness, intelligence and interpersonal skills (candidates ability to answer questions spontaneously)
- computer-based: MCQuestions for candidates to answer (normally related to the background of the co. & some realistic scenarios asked by the interviewer)
- online video: offers employer clients prerecorded & live video interview management system for prescreening candidates & interviewing remote talent
What are the necessary preparations for online video interview?
- look presentable
- clean up the room
- test run
- do a dry run
- relax
How can interviewers avoid errors that can undermine an interview’s usefulness?
- use structured interviews
- know what to ask
- know and avoid the common interviewing errors
- first impression (can contaminate even a structured interview’s results, damaging when prior info is -ve)
- not clarifying what the job requires (more job knowledge translated into better interviews)
- candidate order (contrast) error (the order which you see applicants affect how you rate them)
- pressure to hire (those behind time tend to simply evaluate the actual performance of candidates because they’re under pressure to hire)
- nonverbal behavior (ie: eye contact and sitting posture) interviewers infer your personality from how you behave in an interview
- impression management (self promotion towards the interviewer can be a good tactic but faking it can backfire) (eg: candidate praised interviewer / appeared to agree w/ their opinions thus signalling they share similar beliefs)
- effect of personal characterisitics: attractiveness, gender, race (physical attributes distorts the assessments)
Does interviewer’s behavior affect the interviewee performance and rating?
Yes, definitely!
How to design and conduct an effective interview?
- the interviewers should ensure that there is a structured situational interview as this produces superial results
Structured situational interview:
~ series of job-relevant questions w/ predetermined ans
~ write situational, behavioral or job knowledge qs
~ have job experts also write several ans
What are the steps in designing a structured situational interview?
- Analyze the job: prepare a job description which consists of job duties, required knowledge and skills and abilities and worker qualifications
- Rate the job’s main duties: rate how important is each job
- Create interview questions: create situational, behavioral and job knowledge in interview questions for each job duty
- Create benchmark answers: develop an ideal answer for each rating
- Appoint interview panel and conduct interviews (employers generally conduct structured situational interviews using a panel instead of one-to-one)
How to conduct an effective interview?
- know the job
- structure the interview
- get organized
- establish rapport aka bond
- ask questions
- take brief, unobtrusive notes during the interview
- close the interview (leave some time for QnA with the candidates)
- review the interview (make a decision based on those notes taken down during the interview)
How to develop and extend the job offer?
- Judgemental approach - weighs all evidence about candidates
- Statistical approach - quanitfies all evidence & uses a formula to protect job success
- Hybrid approach - combines all statistical results w/ judgement
What does a job offer consists of?
- pay rates
- benefits
- actual job duties
- Negotiations can be made, but when an agreement has been reached, the employer will extend a written job offer to the candidate.
What are the contents of a job offer letter?
- welcome sentence
- pay information
- benefits information
- paid leave information
- terms of employment
What are the contents of an employment contract?
- duration
- severance provisions
- nondisclosure requirements
- covenants not to compensate
- relocation provision
- confidentiality
