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

2. 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.

3. Basic Features of Interviews
Interview Structure
Interview Administration
Selection Interviews
Interview Content
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4. Types of Interviews Types of Interviews Selection Interview
Appraisal Interview
Exit Interview
Types of Interviews
© 2008 Prentice Hall, Inc. All rights reserved.

5. Interview Formats Interview Formats
Unstructured or Nondirective Interview
Interview Formats
Structured or Directive Interview
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6. 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.

7. 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.

8. 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.

9. 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.

10. 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.