Types Of Interviews - Interviewing Candidates - Basic Features of Interviews - Selection Process - Unstructured or Nondirective Interview - Structured or Directive Interview - Best Interview question - Popular question asked in interview - Interview Question Interviews may be defined as face to face communication method for knowing some information about the potential job candidates. It is a process of collecting some information whether the candidates like the job or not. Under these processes, job seekers invited to appear at the interview board with their relevant academic and other qualification records. An interview is generally taken by one member committee several managers at different places, and several persons sitting on a board.

1. Interviewing Candidates (HRM)

2. 7–2
After studying this , you should be able to:
1.1. List the main types of selection interviews.List the main types of selection interviews.
2.2. Explain and illustrate at least six factors that affect theExplain and illustrate at least six factors that affect the
usefulness of interviews.usefulness of interviews.
3.3. Explain and illustrate each guideline for being a moreExplain and illustrate each guideline for being a more
effective interviewer.effective interviewer.
4.4. Effectively interview a job candidate.Effectively interview a job candidate.
5.5. Describe a structured situational interview.Describe a structured situational interview.
6.6. List the steps in a streamlined interview process.List the steps in a streamlined interview process.
7.7. List the guidelines for interviewees.List the guidelines for interviewees.

3. 7–3
Basic Features of InterviewsBasic Features of Interviews
Interview
Structure
Interview
Administration
Selection
Interviews
Interview
Content

4. 7–4
Types of InterviewsTypes of Interviews
Selection Interview
Appraisal Interview
Exit Interview
Types of
Interviews

5. 7–5
Interview FormatsInterview Formats
Unstructured
or
Nondirective
Interview
Interview
Formats
Structured
or
Directive
Interview

6. 7–6
FIGURE 7–1
Officer
Programs
Applicant
Interview
Form
Source: Adapted from
http://www.uscg.mil/jobs/dc/DCPr
ograms/OProgramForms/PDFS/D
CA/Interview%20CG-5527.pdf.
Accessed May 9, 2007.

7. 7–7
FIGURE 7–1
Officer
Programs
Applicant
Interview
Form
(continued)
Source: Adapted from
http://www.uscg.mil/jobs/dc/DCPr
ograms/OProgramForms/PDFS/D
CA/Interview%20CG-5527.pdf.
Accessed May 9, 2007.

8. 7–8
Interview ContentInterview Content
Situational
Interview
Stress
Interview
Behavioral
Interview
Job-Related
Interview
Types of
Questions

9. 7–9
Administering the InterviewAdministering 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

10. 7–10
What Can Undermine An Interview’s Usefulness?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

11. 7–11
Designing and Conducting An EffectiveDesigning and Conducting An Effective
InterviewInterview
• The Structured Situational InterviewThe Structured Situational Interview
 Use either situational questions or behavioralUse either situational questions or behavioral
questions that yield high criteria-related validities.questions that yield high criteria-related validities.
Step 1:Step 1: Job AnalysisJob Analysis
Step 2:Step 2: Rate the Job’s Main DutiesRate the Job’s Main Duties
Step 3:Step 3: Create Interview QuestionsCreate Interview Questions
Step 4:Step 4: Create Benchmark AnswersCreate Benchmark Answers
Step 5:Step 5: Appoint the Interview Panel and ConductAppoint the Interview Panel and Conduct
InterviewsInterviews

12. 7–12
How to Conduct a More Effective InterviewHow to Conduct a More Effective Interview
1
2
3
4
5
Suggestions:
Prepare for the Interview
Structure Your Interview
Establish Rapport
Ask Questions
Close the Interview
6 Review the Interview

13. 7–13
Effective InterviewsEffective Interviews
• Structure the Interview:Structure the Interview:
1.1. UseUse job knowledge, situational or behavioral questions,job knowledge, situational or behavioral questions, andand
objective criteria to evaluate interviewee’s responses.objective criteria to evaluate interviewee’s responses.
2.2. Base questions onBase questions on actual job dutiesactual job duties..
3.3. Train interviewers.Train interviewers.
4.4. Use the same questions with all candidatesUse the same questions with all candidates..
5.5. UseUse descriptive rating scalesdescriptive rating scales (excellent, fair, poor) to rate(excellent, fair, poor) to rate
answers.answers.
6.6. UseUse multiple interviewersmultiple interviewers or panel interviews.or panel interviews.
7.7. If possible, use aIf possible, use a standardized interview formstandardized interview form..
8.8. Take controlTake control of the interview.of the interview.
9.9. TakeTake brief, unobtrusive notesbrief, unobtrusive notes during the interview.during the interview.
10.10. Close the interview positively and review it soon.Close the interview positively and review it soon.

14. 7–14
FIGURE 7–2 Examples of Questions That Provide Structure
Source: Michael Campion, David
Palmer, and James Campion, “A
Review of Structure in the Selection
Interview,” Personnel Psychology
(1997), p. 668.
Situational Questions
1. Suppose a co-worker was not following standard work procedures. The co-worker was more
experienced than you and claimed the new procedure was better. Would you use the new
procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that
you could not answer. What would you do?
Past Behavior Questions
3. Based on your past work experience, what is the most significant action you have ever
taken to help out a co-worker?
4. Can you provide an example of a specific instance where you developed a sales
presentation that was highly effective?
Background Questions
5. What work experiences, training, or other qualifications do you have for working in a
teamwork environment?
6. What experience have you had with direct point-of-purchase sales?
Job Knowledge Questions
7. What steps would you follow to conduct a brainstorming session with a group of employees
on safety?
8. What factors should you consider when developing a television advertising campaign?

15. 7–15
FIGURE 7–3 Suggested Supplementary Questions for Interviewing Applicants
1. How and why did you choose this line of work?
2. What did you enjoy most about your last job?
3. What did you like least about your last job?
4. What has been your greatest frustration or disappointment on your present job? Why?
5. What are some of the pluses and minuses of your last job?
6. What were the circumstances surrounding your leaving your last job?
7. Did you give notice?
8. Why should we be hiring you?
9. What do you expect from this employer?
10. What are three things you will not do in your next job?
11. What would your last supervisor say your three weaknesses are?
12. What are your major strengths?
13. How can your supervisor best help you obtain your goals?
14. How did your supervisor rate your job performance?
15. In what ways would you change your last supervisor?
16. What are your career goals during the next 1–3 years? 5–10 years?
17. How will working for this company help you reach those goals?
18. What did you do the last time you received instructions with which you disagreed?
19. What are some things about which you and your supervisor disagreed? What did you do?
20. Which do you prefer, working alone or working with groups?
21. What motivated you to do better at your last job?
22. Do you consider your progress in that job representative of your ability? Why?
23. Do you have any questions about the duties of the job for which you have applied?
24. Can you perform the essential functions of the job for which you have applied?
Source: Reprinted from www.HR.BLR.com with permission of the publisher Business and
Legal Reports, Inc. 141 Mill Rock Road East, Old Saybrook, CT © 2004.

16. 7–16
FIGURE 7–4
Interview
Evaluation
Form
Source: Reprinted from www.HR.BLR.com
with permission of the publisher Business
and Legal Reports Inc. 141 Mill Rock Road
East, Old Saybrook, CT © 2004.

17. 7–17
FIGURE 7–5 Interview Questions to Ask

18. 7–18
FIGURE 7–A1
Structured
Interview Guide
Source: Copyright 1992.
The Dartnell Corporation,
Chicago, IL. Adapted with
permission.

19. 7–19
FIGURE 7–A1
Structured
Interview Guide
(continued)

20. 7–20
FIGURE 7–A1
Structured
Interview Guide
(continued)

21. 7–21
K E Y T E R M S
unstructured or nondirective interviewunstructured or nondirective interview
structured or directive interviewstructured or directive interview
situational interviewsituational interview
behavioral interviewbehavioral interview
job-related interviewjob-related interview
stress interviewstress interview
unstructured sequential interviewunstructured sequential interview
structured sequential interviewstructured sequential interview
panel interviewpanel interview
mass interviewmass interview
candidate-order errorcandidate-order error