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Chapter #7 Interviewing Candidates
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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
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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
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EEO (YOU CAN NOT ASK) Race, origin, religion, gender Arrest records (unless what)? Children, childcare Rent or own a home Married Transportation
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ADA Can not ask about disability. Only..ksa’s needed on job description.
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ADEA Age Dates of graduation, marriage,
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What are these used for? Appraisal interviews Exit interviews Selection interviews UNSTRUCTURED STRUCTURED
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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
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Types of questions #162 Situational What would you do if? Behavioral Tell me about a time when ? Job-related Which courses? Stress To find hypersensitivity.
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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
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Administering Interviews Personal, one to one Sequential Go from one to the other Panel Panel can follow up on each others question Mass interviews Panel questions several at once Computerized
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Other tips Get out from behind that desk!!!! Stop interruptions!!!! Build rapport!!!!!
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Are interviews useful? Better if they are structured Predict better Know exactly what traits you are trying to assess
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Interviewing don’ts The first 3 seconds Negative bias Misunderstanding the job. Too much pressure to hire. Non verbals Attractiveness
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More interview don’ts Too much talk Active listening Too little talk Unprepared Candidate order or Contrast error “Bad” candidate just before.
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The Law Train interviewers What not to ask? EEOC uses testers Be consistent Questions job related.
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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
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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?
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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?
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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
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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?
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Your choice of interview questions should begin with A. Reading resumes first. B. Calling applicants for appointments. C. Job descriptions
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It’s ok to ask about felonies A. True B. False
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A stress interview seeks to make the applicant ____. A. Cry B. Uncomfortable C. Unearth hypersensitive applicants.
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Comparing one candidate to another too quickly may result in _____. A. nonverbal behavior. B. Contrast error. C. Pressure to hire.
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