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.