HUMAN RESOURCE MANAGEMENT (INTERVIEW) PREPARED BY GRACE AMIN, M.Psi, Psikolog

Interview Content (types of questions) How administers How structured Procedure designed to obtain information, predict future job performance on the basis of applicant’s oral responses to oral inquiries Interview How administers How structured Content (types of questions) panel phone video / web assisted computerized structured (directive) unstructured (nondirective) situational (future) behavioral (past) job related (relevant past experience) Stress interview

Ways to make the interview useful Structure the interview Be careful what sorts of traits you try to assess Beware of committing interviewing errors Structured and situational questions

Errors can undermine an interview’s usefulness First impressions (snap judgments) Not clarifying what the job requires Candidate – order (contrast) error and pressure to hire Non verbal behavior and impression management Effect of personal characteristics Interviewer behavior

Design and conduct an effective interview Make sure we know the job Structure the interview Get organized Establish rapport Ask questions Take brief, unobtrusive notes during the interview Close the interview Review the interview The structured situational interview – job relevant questions

Streamlined interview process 4 basic required factors Intellectual capacity Knowledge and experience Motivation Personality factor Prepare for the interview (thinking through the skills and traits the job requires) Formulate questions to ask Conduct the interview Match the candidate to the job

Guidelines for interviewees Preparation is essential Uncover the interviewer’s real needs Relate yourself to the interviewer’s need Think before answering Remember that appearance and enthusiasm are important Make a good first impression