“Most people are
not nearly
as good at
interviewing
as they think they
are.”
Chapter 7:
INTERVIEWING CANDIDATES
Course Lecturer:
DR JAKARIA DASAN, jakaria@[Link]
Faculty of Business, Economics & Accountancy
Universiti Malaysia Sabah
A selection interview (the focus of this
chapter) is a selection procedure designed to
predict future job performance
based on applicants’ oral responses to
oral inquiries
❑Job interview
❑ Performance appraisal interviews
❑ Exit interviews
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Learning Objectives
7.2 Give examples
7.1 Give examples
of the main errors
of the main types
that can undermine
of selection
an interview’s
interviews.
usefulness.
7.3 Define a structured 7.4 Give examples of
7.5 List the main points
situational interview how to use employee
in developing and
and explain how to selection methods to
extending the actual
conduct effective improve employee
job offer.
selection interviews. engagement.
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Basic Types of Interviews
Can be classified according to:
3. How the firm 1. How structured
administers the they are
interviews (for instance,
one-on-one or via a Administration
Structure
committee).
Content
2. The types of questions they contain.
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Structured v s Unstructured Interviews
ersu
employer lists
the questions
ahead of time
and even list and STRUCTURED UNSTRUCTURED the manager
(DIRECTIVE) (NONDIRECTIVE) follows
score possible
answers for no set format.
appropriateness
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Structured v s Unstructured Interviews
ersu
Which type of
interview is the
best? Why?
Less talented
interviewer able to Consistency,
conduct a better reliability &
interview validity
Enhance job-relatedness,
reduces overall
subjectivity &
improves the ability to
withstand legal
STRUCTURED challenges
INTERVIEW
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Interview Content
What Types of Questions to Ask
In a situational Behavioral
interview, you ask the questions start with
candidate what his or phrases like, “Can
her behavior would
you think of a
be in a given situation.
time when…. What
did you do?”
SITUATIONAL
BEHAVIORAL
Situational questions
start with phrases such as, In behavioral interviews,
“Suppose you ask applicants to describe
were faced with the how they reacted
following situation….What to actual situations in the
would you do?” past.
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Situational type of Interview Questions
[Link]
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Interview Content
Other Types of Questions to Ask
The interviewer asks
Puzzle questions
questions (past experience)
are popular.
such as, “Which courses did
Recruiters like to
you like best in business
see how candidates
school?” to draw
think under pressure
Puzzle conclusions about, the
Job related candidate’s ability to handle
questions
the financial aspects of the
job in question.
Stress interview
To make candidates uncomfortable and see their reactions. To supposedly spot
sensitive applicants and those with low (or high) stress tolerance.
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Administration
How Should We Conduct the Interview?
Online One-on-one
Computerized Sequentially /
/ personally all at once
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Administration
One-on-one and Sequential
a panel interviews
several candidates Two people meet
simultaneously. The alone and done
panel might pose a sequentially
problem, and then watches
to see which candidate
takes the lead in Mass One-on-
formulating an answer.
(simultaneous
candidates)
one
an interview conducted by a Panel / Sequential several persons
interview the applicant,
team of interviewers
(usually two to three), who
Board / serial in sequence, one-on-
one, and then make
together question each their hiring decision.
candidate and then combine
their ratings of each
candidate’s answers into a
final panel score.
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Administration
How Should We Conduct the Interview?
Job seekers can record
Needn’t worry about
interviews for their own
appearance or
development and for
handshakes, each party
prospective employers.
can focus on answers. And
perhaps candidates—
somewhat surprised by an
Online unplanned call from the
Video Phone recruiter—give more
spontaneous answers.
Computer-
a job candidate’s oral and/or keyed
based
replies are obtained in response to
computerized oral, visual, or written
questions and/or situations.
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Online Video
Look
presentable
Interview Clean up
Preparation the room
may use these as extra evaluation
marks for the candidates
THE NEW NORM
Interviewees at
home
Relax Test first
Do a dry
run
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Learning Objective 7.2:
Give Examples of the
Main Errors That Can
Undermine an
Interview’s Usefulness
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Avoiding Errors That Can Undermine
an Interview’s Usefulness (1 of 3)
First, structure the interview. Structured interviews (particularly
Structure structured interviews using situational questions) are more valid
than unstructured interviews for predicting job performance.
Second, Know what to focus on. Interviews are better at
Know revealing some things than others, so know what to focus on.
Know and Third, Know and avoid the Common Interviewing Errors.
avoid
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Avoiding Errors That Can Undermine
an Interview’s Usefulness (2 of 3)
First Impressions (Snap Judgments) are especially damaging when
the prior information is negative. Interviewers are more influenced by unfavorable information about the
candidate. In addition, their impressions are much more likely to change from favorable to unfavorable than from
unfavorable to favorable. The bottom line is that most interviews are loaded against applicants.
Not Clarifying What the Job Requires – Interviewers who don’t have an
accurate picture of what the job entails and what sort of candidate is best for it usually make their decisions
based on incorrect impressions or stereotypes of what a good applicant is.
Candidate-Order (Contrast) Error means that the order in which you
see applicants affects how you rate them. In one study, managers had to evaluate a sample candidate
who was “just average” after first evaluating several “unfavorable” candidates.
Pressure to hire accentuates this problem. Researchers told one group of
managers to assume they were behind in their recruiting quota. They told a second group they were ahead.
Those “behind” managers rated the same recruits more highly.
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Avoiding Errors That Can Undermine
an Interview’s Usefulness (3 of 3)
Personal Nonverbal
characterisitics – behavior Infers
distort assessment personality
i.e. smile
i.e. physical
attributes
Clever candidates –
ingratiation / impression
management
i.e. connection
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Learning Objective 7.3:
Define a Structured
Situational Interview and
Explain How to Conduct
Effective Selection
Interviews
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How to Design and
Conduct an Effective Procedure
Interview
the job/job description, required KSA,
Analyze Qualification
Structured situational
interview
Series of job-relevant Rate the job’s main duties
questions with
predetermined
answers
Create interview questions
The basic idea is to (1) write situational
(what would you do), behavioral (what
did you do), or job knowledge questions,
and (2) have job experts (like those Create benchmark answers
supervising the job) also write several
answers for each of these questions,
rating the answers from good to poor.
Appoint interview panel and conduct interviews
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Profiles and Employee Interviews
Table 7-1 Asking Profile-Oriented Interview Questions
Profile
Component Example Sample Interview Question
Skills Able to use computer Tell me about a time you used CAD Pro
drafting software computerized design software.
Knowledge How extreme heat Suppose you have an application where HCl is
affects Hydrochloric heated to 400 degrees Fahrenheit at 2
acid (HCl) atmospheres of pressure; what happens to the H
Cl?
Trait Willing to travel abroad Suppose you had a family meeting to attend next
at least 4 months per week and we informed you that you had to
year visiting facilities leave for a job abroad immediately. How would
you handle that?
Experience Designed pollution filter Tell me about a time when you designed a
for acid-cleaning facility pollution filter for an acid-cleaning facility. How
did it work? What particular problems did you
encounter?
Profile items for chemical engineer candidates, with sample interview questions.
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The Employment Contract
An employment contract includes:
– Duration
– Severance provisions
– Nondisclosure requirements
– Covenants not to compete
– Relocation provision
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THANK YOU
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