Transcript Chapter #6
Chapter #7 Interviewing Candidates Outcomes List the main types of selection interviews Understand the usefulness of interviews Know guidelines for being and effective interviewer Explain the legal aspects of interviewing Interview Procedure designed to obtain information from one’s oral responses to oral inquiries. Used to predict 99% use this tool Law considers it a “test”. EEO ,ADA, ADEA EEO (YOU CAN NOT ASK) Race, origin, religion, gender Arrest records (unless what)? Children, childcare Rent or own a home Married Transportation ADA Can not ask about disability. Only..ksa’s needed on job description. ADEA Age Dates of graduation, marriage, What are these used for? Appraisal interviews Exit interviews Selection interviews UNSTRUCTURED STRUCTURED Types of interviewing formats Unstructured Just ask questions as they come up in the conversation Structured A plan or question guide Responses are rated. Directive Types of questions #162 Situational Behavioral Tell me about a time when ? Job-related What would you do if? Which courses? Stress To find hypersensitivity. SMART HIRING PROJECT “have a plan!!!!!!!!” Begins with job description Listing priorities Developing questions that follow priorities. Rate answers Read the resumes compare to applications Administering Interviews Personal, one to one Sequential Panel Panel can follow up on each others question Mass interviews Go from one to the other Panel questions several at once Computerized Other tips Get out from behind that desk!!!! Stop interruptions!!!! Build rapport!!!!! Are interviews useful? Better if they are structured Predict better Know exactly what traits you are trying to assess Interviewing don’ts The first 3 seconds Negative bias Misunderstanding the job. Too much pressure to hire. Non verbals Attractiveness More interview don’ts Too much talk Active listening Too little talk Unprepared Candidate order or Contrast error “Bad” candidate just before. The Law Train interviewers What not to ask? EEOC uses testers Be consistent Questions job related. Ask questions but don’t interrogate Don’t put words in their mouths Ask for specific examples Close the interview Do you have any questions? • End on positive note • Send rejection note +thank you Write notes, review interview Tough questions Tell me about yourself? What are you looking for? What are your goals? What didn’t you like about your last boss? What are your weaknesses? Good questions applicants should ask Who will I report to? Who will report to me? What are my duties? What kind of person succeeds best in this company? Don’t ask When do I get my first bonus? When can qualify for your job? Which of the following is not true of structured interviews A. Close to conversational style B. Sets order of questions C. Planned follow up questions Which of the following is NOT a situational question? A. If you were alone with an irate customer what would you do? B. Tell me bout a time when you were speaking with an irate customer? C. Which courses did you like best in business school? Your choice of interview questions should begin with A. Reading resumes first. B. Calling applicants for appointments. C. Job descriptions It’s ok to ask about felonies A. True B. False A stress interview seeks to make the applicant ____. A. Cry B. Uncomfortable C. Unearth hypersensitive applicants. Comparing one candidate to another too quickly may result in _____. A. nonverbal behavior. B. Contrast error. C. Pressure to hire.