Interviewing Candidates Part 2 | Recruitment and Placement Chapter 7 Interviewing Candidates © 2008 Prentice Hall, Inc. All rights reserved.

After studying this chapter, you should be able to: List the main types of selection interviews. Explain and illustrate at least six factors that affect the usefulness of interviews. Explain and illustrate each guideline for being a more effective interviewer. Effectively interview a job candidate. © 2008 Prentice Hall, Inc. All rights reserved.

Basic Features of Interviews Interview Structure Interview Administration Selection Interviews Interview Content © 2008 Prentice Hall, Inc. All rights reserved.

Types of Interviews Types of Interviews Selection Interview Appraisal Interview Exit Interview Types of Interviews © 2008 Prentice Hall, Inc. All rights reserved.

Interview Formats Interview Formats Unstructured or Nondirective Interview Interview Formats Structured or Directive Interview © 2008 Prentice Hall, Inc. All rights reserved.

Situational Interview Job-Related Interview Interview Content Situational Interview Stress Interview Behavioral Interview Job-Related Interview Types of Questions © 2008 Prentice Hall, Inc. All rights reserved.

Administering the Interview Unstructured Sequential Interview Structured Sequential Interview Panel Interview Mass Interview Phone and Video Interviews Computerized Interviews Web-Assisted Interviews Ways in Which Interviews Can Be Conducted © 2008 Prentice Hall, Inc. All rights reserved.

What Can Undermine An Interview’s Usefulness? Nonverbal Behavior and Impression Management Applicant’s Personal Characteristics Interviewer Behavior Factors Affecting Interviews First Impressions (Snap Judgments) Interviewer’s Misunderstanding of the Job Candidate-Order (Contrast) Error and Pressure to Hire © 2008 Prentice Hall, Inc. All rights reserved.

How to Conduct a More Effective Interview Suggestions 1 3 2 Structure Your Interview 4 Prepare for the Interview 5 Establish Rapport 6 Ask Questions Close the Interview Review the Interview © 2008 Prentice Hall, Inc. All rights reserved.

K E Y T E R M S unstructured or nondirective interview structured or directive interview situational interview behavioral interview job-related interview stress interview unstructured sequential interview structured sequential interview panel interview mass interview candidate-order error © 2008 Prentice Hall, Inc. All rights reserved.