1 / 9

Interviewing Candidates

Interviewing Candidates. Chapter-7. Meaning of interview.

lvigil
Download Presentation

Interviewing Candidates

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Interviewing Candidates Chapter-7 www.AssignmentPoint.com

  2. Meaning of interview • A procedure designed to obtain information from a person through oral responses to oral inquiries. It is a formal meeting in which one or more persons question, consult, or evaluate another person. It is a formal discussion between a hirer and an applicant or candidate. www.AssignmentPoint.com

  3. Types of Interviews • Selection interview • Appraisal interview • Exit interview www.AssignmentPoint.com

  4. Types of Interviews • Selection interview: A selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries. The interview is only one of several selection tools. The interview is also by far the most widely used personnel selection procedure. • Appraisal interview: A discussion, following a performance appraisal, in which supervisor and employee discuss the employee’s rating and possible remedial actions. www.AssignmentPoint.com

  5. Types of Interviews • Exit interview: When an employee leaves a firm for any reason, HR often conducts an exit interview. An interview to obtain information about the job or related matters to the employer some insight into what’s right or wrong about the firm. www.AssignmentPoint.com

  6. Formats of Interview • Unstructured interview • An unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions. • In unstructured or non directive interviews, there is generally no set format to follow, so the interview can take various directions. • The lack of structure allows the interviewer to ask follow-up questions and pursue points of interest as they develop. • Interviewers for the same job may or may not get the same or similar questions. www.AssignmentPoint.com

  7. Formats of Interview • Structured Interview: • In structured interviews, all interviewers generally ask all applicants the same questions; partly because of this, these interviews tend to be more reliable and valid. • Structured interviewers can also help those may be less to be more reliable and valid. • Structured interviews can also help those who may be less comfortable doing interviews to conduct better interviews. Standardizing the administration of the interview also increases consistency across candidates, enhances job relatedness, reduces overall subjectivity (and thus the potential for bias) www.AssignmentPoint.com

  8. Interview Contents: Types of questions • Situational interview • A series of job-related questions that focus on how the candidate would behave in a given situation. • Behavioral interview • A series of job-related questions that focus on how they reacted to actual situations in the past. • Job-related interview • A series of job-related questions that focus on the specific job or position. www.AssignmentPoint.com

  9. Interview Contents: Types of questions • Stress interview • An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance. www.AssignmentPoint.com

More Related