Types of Interviews

B I A N C A M E E R
D A N H E N R I C H
G E O R G E R I Z Z U T O
M A T T B R A Y
M I C H A E L C E R A F I C E
M E L I S S A W O O L F R E Y
Interviews

Interview Introduction
Have you ever felt this way about a new employee?
The person I interviewed
isn’t the person I hired.

Panel Interview
 Multi-interview hiring process used to:
 Increase the accuracy of assessing candidate as a match
 Gain multiple perspectives from the same dialogue
 Saves time by needing only one meeting
 Gauge candidate’s reaction during possible rapid fire
questioning
 Learn about candidates overall communication style
 Simulate interaction with the team with whom you
may work
 Is hiring this person a smart risk? Any red flags?

Panel Member’s Roles
● LEADER
o Breaks the ice with introductions
o Explain how interview will be conducted and sets the stage
o Manage the duration, usually 45 to 90 minutes
o Keep conversation on track
● OTHER MEMBERS
o Review the performance-based job description ahead of time
o Ensure that the discussion is interactive and dynamic
o Arrive with an open mind to avoid bias questioning
o Complete formalized scoring sheet

The Process
 One individual asks a question and remaining group
observes
o Predetermined set of questions
o Probe below the surface of the initial answer
 Different listening styles could lead to repeat questions
 Pose questions that otherwise may not be asked in a
one on 0ne
 Attempting to correlate candidates past experiences
and accomplishments with the goal of the position

Mayo Clinic Example
● SHARE Technique
 Situation analysis
 Hindrances (challenges) encountered in previous jobs
 Actions taken in such challenges
 Results orientation
 Evaluate lessons learned

Pros Cons
 Provides more accurate
assessment of candidate’s
compatibility for the
position
 Minimizes personality biases
 Saves the organization time
 Employers and co-workers
can take note of candidate’s
interaction with others
 It maybe intimidating for
the candidate
 Interviewers could interpret
responses in different ways
 Decision-making could be
difficult due to objective
nature
 Mood and environment
could create an adverse
experience
Pros & Cons

Rating Scorecard
 Recall salient points in real time
 Prevent litigation by documenting an objective hiring
process
 Reduces risk of disgruntled applicant
 Attributes measuring the right criteria weighting to
enable hiring for strengths instead of lack of
weakness
 Assign number, higher is important, and multiply
that weight with raw score get final weighted scores

Rating Scorecard
 Appearance
 Poise
 Interpersonal Skills
 Commitment
 Communication
 Disqualifiers

Not a One Way Street
 Allow for questions from candidate
 Be prepared for candidate to ask more details and
share knowledge and skills that otherwise may not
come up on other formats
 Candidate questions reveal interest in the job
through engagement
 Chance to portray positive impression of the firm

Recommendations for Use
 Would we implement panel interviews at our companies?
 George already utilizes this interview style at St. Christopher’s
Hospital for Children.
 Bianca would implement this style at Shire Pharmaceuticals for the
following reasons:
 Time saver
 Provides a more accurate assessment of the candidate and whether or
not they are a fit for the position
 More organized way to conduct an interview
 Makes it easier for the interviewers to come to a decision

What is Behavioral Interviewing?
 Structured interview method
 Seeks to predict future behavior by past behavior
 Traditional vs. Behavioral seeks to answer
 “Can they do the job?”
 “Will they do the job?”

Elements of the Behavioral Interview
● Based on critical incident job analysis
● Standard questions based on job analysis
● Discretionary questions regarding details of answers
● Notes taken during responses, which are reviewed
and rated directly following interview
● Ratings combined for total score
(Motowidlo et al., 1992)

Common Format of Behavioral Questions
 Tell me about a time when…
 You had to use your presentation skills to influence someone's opinion
 You anticipated potential problems and developed preventative measures
 Describe a time when…
 You anticipated potential problems and developed preventive measures
 You were faced with a stressful situation that demonstrated your coping
skills
 Give me an example of a time when…
 You motivated others
 Something you tried to accomplish and failed
 Tell me how you approached a situation where...
 You had too many things to do and you were required to prioritize your
tasks
 You used your fact-finding skills to solve a problem

Specific Behavioral Interview Questions
● Describe a time when you were required to prepare a
forecast tool and/or report? What was your approach?
What factors did you consider? What sources of
information did you use?
● Discuss a forecast methodology that you have used for an
organization to guide the future direction of the program.
How was it effective?
● Describe a time you had to implement a forecasting tool
and/or communicate a forecasting report you developed.
What feedback did you get? How did you address the
feedback?
(National Institutes of Health GS-560 Budget Analysis Behavioral Interview Guide)

Pros Cons
 Standardizes candidate review
process
 Should be customized to
position
 Demonstrated validity greater
than traditional interview
methods (Motowidlo et al.),
(Moscoso and Salgado, 2001)
 Ensures all applicants are
treated the same
 No indication of gender, race
or experience bias (Motowidlo
et al.) (Chorawicka, 2009)
 Creates “talent-repelling
power relationship” (Ryan,
2014)
 Common questions result in
canned answers
 Questions have to be carefully
crafted to the position—
general questions may result
in irrelevant answers
 Structure can limit
interviewer’s discretionary
actions
Pros & Cons

 Would I use this method at Reed Tech while
interviewing candidates for a Marketing/Business
Development Role?
 Yes, but not exclusively. Use in conjunction with other
assessments, multiples interviews, one of multiple
interviewers, etc.

What is a Stress Interview?
 An interview that sees how well a candidate
performs under pressure
 Very rare type of interview
 May be a whole interview or just one question

How is it Administered?
 Interviewer goals
 Candidates do not know before interview
 Designed to test potential employees

How is it Administered?
 May start like a regular interview
 Interviewer asks odd or unusual questions
 Interviewer may behave differently in an
unexpected manner

Examples of Stress Questions
 Stress interviews
 Odd questions
 Doubting integrity
 Showing contempt
 Throwing you off balance
 Hostile body language
 Quick fire question
 Having the candidate ask questions

Stress Interview Tactics
 Individual interviewer tactics
 Speed of questions
 Body language
 Attitude
 Group interview tactics
 Series of questions
 Big panel
 Enter and leave

Administering Stress Interview Tactics
 Aggressive questioning
 Unexpected behaviors
 Brainteasers/puzzles
 Case questions
 Arguing with candidate
 Constant interruptions

Results Usage
 Determine ability to handle situations
 Busy environments
 Difficult situations
 Gain truth about background
 Why they left previous job
 What capabilities they really posses
 Thought process
 Tactical skills
 Ability to reason

Result Usage
 Case Interviews
 Analytical skills
 Quantitative skills
 Logic of knowledge and concepts
 Ability to prioritize
 Ability to communicate

Pros Cons
 Brings out the “real”
candidate
 Shows how a person
handles pressure
 Adaptability to different
situations
 Offend candidates
 Candidate loses cool
 Candidate gets emotionally
intimidated
 Interview does truly
represent work
 Candidate is not
themselves
 Candidate is not prepared
 Interview doesn’t represent
culture
Pros & Cons

 Would I use this method at PepsiCo while
interviewing a campus hire for a Sales Role?
 Yes, A lot of the work we do is fast paced and independent,
and we have had employees who were not able to handle the
pressure.

References
Adler, L. (2014, May 16). How to conduct panel interviews and why they’re better than the one-on-one.
Retrieved 30 October 2014 from http://louadlergroup.com/how-to-conduct-panel-interviews-
and-why-theyre-better-than-the-1-on-1/.
Cannywf1. (2009, October 20). Good Will Hunting - Funny Job Interview (Ben Affleck) [Video
file]. Retrieved from https://www.youtube.com/watch?v=-JBvfZTx-vs.
Choragwicka, B. (2009). Effects of interviewee's job experience and gender on ratings and reliability in a
behavioral interview. Journal of Work and Organization Psychology, (25)1, 39-45. Retrieved
from http://www.redalyc.org/pdf/2313/231316499005.pdf.
Doyle, A. What is a stress interview? (n.d.). Retrieved 31 October 2014 from http://jobsearch.about.com/
od/jobsearchglossary/g/stress-interview.htm.
Kokemuller, Neil. (n.d.). The risks of interview panels. Retrieved 3 November 2014 from http://
work.chron.com/risks-interview-panels-1315.html.
Leandro Manson Silva. Silly Job Interview - Monty Python [Video file]. Retrieved from https://
www.youtube.com/watch?v=zP0sqRMzkwo.
Monster. (2009, December 13) Apollo 13 - Getting Home [Video file]. Retrieved from https://
www.youtube.com/watch?v=N91ogCGpYl0.
Moscoso, S., & Salgado, J.F. (2001). Psychometric properties of a structured behavioral interview to hire
private security personnel. Journal of Business and Psychology (16)1, 51-9. Retrieved from
http://link.springer.com/article/10.1023%2FA%3A1007835704733#page-1.

References Continued
Motowidlo, S.J., Carter, G.W., Dunnette, M.D., Tippins, N., Werner, S., Burnett, J.R., & Vaughan, M.J.
(1992). Studies of the Structured Behavioral Interview. Journal of Applied
Psychology, (77)5, 571-87. Retrieved from http://web.a.ebscohost.com/ehost/pdfviewer/
pdfviewer?sid=c88b70a0-baa7-4229-948f-
f66fb98054e2%40sessionmgr4001&vid=1&hid=4212.
National Institutes of Health. (2014). National Institutes of Health GS-560 budget analysis behavioral
interview guide. Retrieved 13 November 2014 from http://hr.od.nih.gov/hrguidance/
employment/interview/occupation/560-interview.doc.
Ryan, L. (2014, March 4). The trouble with behavioral interviewing. Retrieved 3 November 2014 from
http://www.forbes.com/sites/lizryan/2014/03/04/why-i-hate-behavioral-interviewing/.
Skillings, P. (2014, March 20). The complete guide to panel interviews. Retrieved 1 November 2014 from
http://biginterview.com/blog/2014/03/panel-interview.html.
Stress interview: Questions and answers on how do you handle stress? Retrieved 30 October 2014 from
http://www.careerprofiles.info/stress-interview-questions-answers.html.
Stress interviews. (n.d.). Retrieved 1 November 2014 from http://www.interview-skills.co.uk/Stress-
interviews.aspx.
The Internship. (2013, May 9) The Internship: The Big Interview [Video file]. Retrieved from https://
www.youtube.com/watch?v=ewek-6TudOM.

Types of Interviews

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