lecture 8.pptx
- 1. Government College Women University, Faisalabad Subject Human Resource Management Course code BBA-506 Class & Section BBA 5th (A)(Morning) Department Business administration Chapter Name: Interviewing Candidates Lecture # 8
- 2. © 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama t e n t h e d i t i o n Gary Dessler Chapter 7 Part 2 Recruitment and Placement Interviewing Candidates
- 3. LEARNING OBJECTIVES After studying this chapter students will be able to explain: ⮚1. List the main types of selection interviews. ⮚2. List and explain the main errors that can undermine an interviews usefulness. ⮚3. Define a structured situational interview. ⮚4. Explain and illustrate each guideline for being a more effective interviewer. ⮚5. Give several examples of situational questions, behavioral questions, and background questions that provide structure. 6–3
- 4. 7–4 Basic Features of Interviews ⮚An interview – A procedure designed to obtain information from a person through oral responses to oral inquiries ⮚Types of interviews – Selection interview – Appraisal interview – Exit interview ⮚Interviews formats – Structured – Unstructured
- 5. 7–5 Types of Interviews ⮚Selection interview – A selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries. ⮚Appraisal interview – A discussion, following a performance appraisal, in which supervisor and employee discuss the employee’s rating and possible remedial actions. ⮚Exit interview – An interview to elicit information about the job or related matters to the employer some insight into what’s right or wrong about the firm.
- 6. 7–6 Formats of Interviews ⮚Unstructured or nondirective interview – An unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions. ⮚Structured or directive interview – An interview following a set sequence of questions.
- 7. 7–7 Interview Content: 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 relevant past job-related behaviors.
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- 9. 7–9
- 10. 7–10
- 11. 7–11 Interview Content: 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. ⮚Puzzle questions – Recruiters for technical, finance, and other types of jobs use questions to pose problems requiring unique (“out- of-the-box”) solutions to see how candidates think under pressure.
- 12. 7–12 Personal or Individual Interviews ⮚Unstructured sequential interview – An interview in which each interviewer forms an independent opinion after asking different questions. ⮚Structured sequential interview – An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form. ⮚Panel interview – An interview in which a group of interviewers questions the applicant.
- 13. 7–13 Personal or Individual Interviews ⮚Panel (broad) interview – An interview in which a group of interviewers questions the applicant. ⮚Mass interview – A panel interviews several candidates simultaneously.
- 14. 7–14 Computerized Interviews ⮚Computerized selection interview – An interview in which a job candidate’s oral and/or computerized replies are obtained in response to computerized oral, visual, or written questions and/or situations. ⮚Characteristics – Reduces amount of time managers devote to interviewing unacceptable candidates. – Applicants are more honest with computers – Avoids problems of interpersonal interviews – Mechanical nature of computer-aided interview can leave an applicant dissatisfied.
- 15. References ⮚Book: Human Resource Management by Gary Dessler, 13th edition. 7–15
- 16. Thank You Students Best of Luck for the Learning Process