Human Resource Management
Sixteenth Edition, Global Edition
Chapter 7
Interviewing Candidates
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Learning Objectives (1 of 2)
7.1 Give examples of the main types of selection interviews.
7.2 Give examples of the main errors that can undermine an
interview’s usefulness.
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Learning Objectives (2 of 2)
7.3 Define a structured situational interview and explain how
to conduct effective selection interviews.
7.4 Give examples of how to use employee selection
methods to improve employee engagement.
7.5 List the main points in developing and extending the
actual job offer.
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Learning Objective 7.1: Give Examples of
the Main Types of Selection Interviews
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Basic Types of Interviews
• Can be classified according to:
– Structure
– Content
– Administration
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Structured v s Unstructured Interviews
ersu
• In structured (or directive) interviews, the employer lists
the questions ahead of time. He or she also may even list
and score possible answers for appropriateness.
• In unstructured (or nondirective) interviews, the manager
follows no set format.
• Matter of degree
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Interview Content
• What Types of Questions to Ask
– Situational
– Behavioral – (S.T.A.R)
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Other Types of Questions
• Job-related
• Stress
• Puzzle questions
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How Should We Conduct the
Interview? (1 of 3)
• One-on-One or by a panel of interviewers
• Sequentially or all at once
• Computerized or personally
• Online
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How Should We Conduct the
Interview? (2 of 3)
• One-on-One
– Sequential
• Panel
• Mass
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How Should We Conduct the
Interview? (3 of 3)
• Phone
• Computer-based
• Online Video
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Online Video Interview Preparation
• Look Presentable
• Clean Up The Room
• Test First
• Do A Dry Run
• Relax
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Improving Performance: The Strategic
Context
Asynchronous Interviews at Urban Outfitters
Let’s talk about it…
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Learning Objective 7.2: Give Examples of
the Main Errors That Can Undermine an
Interview’s Usefulness
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Avoiding Errors That Can Undermine
an Interview’s Usefulness (1 of 3)
• Use structured interviews
• Know what to ask
• Know and avoid the common interviewing errors
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Avoiding Errors That Can Undermine
an Interview’s Usefulness (2 of 3)
• First Impressions
– (Snap Judgments)
• Not Clarifying What the Job Requires
• Candidate-Order (Contrast) Error
• Pressure to Hire
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Avoiding Errors That Can Undermine
an Interview’s Usefulness (3 of 3)
• Nonverbal Behavior
• Impression Management
• Effect of Personal Characteristics: Attractiveness, Gender,
Race
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Diversity Counts
Applicant Disability and the Employment Interview
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Improving Performance: HR Practices
Around the Globe
Selection Practices Abroad
Let’s talk about it…
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Interviewer Behavior
• The interviewer’s behavior affects interviewee
performance and rating
– Amateur psychologist
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Learning Objective 7.3: Define a Structured
Situational Interview and Explain How to
Conduct Effective Selection Interviews
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How to Design and Conduct an Effective
Interview
• Structured situational interview
– Series of job-relevant questions with predetermined
answers
– Write situational, behavioral, or job knowledge
questions
– Have job experts also write several answers for each
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Designing a Structured Situational
Interview
1. Analyze the job
2. Rate the job’s main duties
3. Create interview questions
4. Create benchmark answers
5. Appoint interview panel and conduct interviews
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Improving Performance: HR Tools For
Line Managers and Small Businesses (1 of 3)
How to Conduct an Effective Interview
Let’s talk about it…
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Improving Performance: HR Tools For
Line Managers and Small Businesses (2 of 3)
• How to Conduct an Effective Interview
– Know the job
– Structure the interview
– Get organized
– Establish rapport
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Improving Performance: HR Tools For
Line Managers and Small Businesses (3 of 3)
• How to Conduct an Effective Interview
– Ask questions
– Take brief, unobtrusive notes during the interview
– Close the interview
– Review the interview
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Competency Profiles and Employee
Interviews
• Use the same job profile (competencies, traits,
knowledge, and experience) for creating interview
questions as for recruiting
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Profiles and Employee Interviews
Table 7-1 Asking Profile-Oriented Interview Questions
Profile
Component Example Sample Interview Question
Skill Able to use computer Tell me about a time you used CAD Pro computerized
drafting software design software.
Knowledge How extreme heat affects Suppose you have an application where HCl is heated
Hydrochloric acid (HCl) to 400 degrees Fahrenheit at 2 atmospheres of
pressure; what happens to the HCl?
Trait Willing to travel abroad at Suppose you had a family meeting to attend next
least 4 months per year week and we informed you that you had to leave for a
visiting facilities job abroad immediately. How would you handle that?
Experience Designed pollution filter for Tell me about a time when you designed a pollution
acid-cleaning facility filter for an acid-cleaning facility. How did it work?
What particular problems did you encounter?
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Learning Objective 7.4: Give Examples of
How to Use Employee Selection Methods
to Improve Employee Engagement
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Employee Engagement Guide for
Managers
Building Engagement: A Total Selection Program
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Toyota’s Total Selection Program
• The Toyota Way
Step 1: an in-depth online application (20–30 minutes)
Step 2: a 2–5-hour computer-based assessment
Step 3: a 6–8-hour work simulation assessment
Step 4: a face-to-face interview
Step 5: a background check, drug screen, and medical
check
Step 6: job offer
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Trends Shaping HR: Science in Talent
Management
Google’s Evidence-based Approach to Selection
Let’s take a look…
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Learning Objective 7.5: List the Main
Points in Developing and Extending
the Actual Job Offer
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Developing and Extending the Job Offer
• Judgmental approach
• Statistical approach
• Hybrid approach
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The Job Offer Main Parameters
• The job offer will include:
– Pay rates
– Benefits
– Actual job duties
• There may be some negotiations
• When agreement is reached, the employer will extend a
written job offer to the candidate
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Issues to Consider with the Written
Offer
• A job offer letter has the:
– Welcome sentence
– Pay information
– Benefits information
– Paid leave information
– Terms of employment
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The Employment Contract
• An employment contract includes:
– Duration
– Severance provisions
– Nondisclosure requirements
– Covenants not to compete
– Relocation provision
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Chapter 7 Review
What you should now know….
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