University of Southern Queensland
STUDY GUIDE
Module 8:
Interviewing
MGT3005 Workforce Design
MGT3005 Workforce Design Study Guide Module 8 Page | 1
Module 8 --- Interviewing
( You have one week to cover the material in this module )
Introduction
Interviews are the most commonly used selection method. For that reason, a single
module is devoted to understanding the preparation, roles and techniques used in the
employment interview. This learning continues from the material which we
considered in the previous module regarding the types of interview questions that can
be used (eg, behavioural and performance-based).
Principal learning objectives for Module 8
The readings associated with this module aim to equip you with the knowledge to
address the following overarching module objectives:
Evaluate the ‘interview’ as a selection method.
Discuss the range of preparations that should be undertaken before the interview
takes place.
Design forms for the capturing of pertinent information during the interview.
Critique the range of interview types.
Demonstrate an awareness of interviewer pitfalls.
Develop and conduct an appropriate interview.
A critique of the interview
To set the scene, this first reading provides a discussion on the validity and usefulness
of the interview, along with some of the negatives associated with the interview
process.
Reading 1
Access the reading on the MGT3005 StudyDesk: ‘Assessing the interview’ by
Compton, Morrissey and Nankervis (2006) (14 pp).
Using your preferred learning strategy (such as note-making, voice recording or
highlighting a printed copy) prepare brief summaries that will help you address the
following learning objectives associated with this reading:
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1. Discuss key research findings about the validity of the interview process and
factors that affect the validity of an interview (incorporate into this objective the
material on p. 138 on the effect of pre-interview information).
2. Explain why interviews are used, despite their shortcomings.
3. Identify strategies for improving interview validity.
Panel preparations for the interview
The selection interview provides the opportunity to collect verbal evidence from the
candidate to weigh against the selection criteria. In the previous module, it was made
clear that time needs to be put into interview preparations. In this reading we will
cover the necessary preparations for an interview. Then, when it comes to conducting
the interview, certain roles need to be undertaken and procedures followed to allow a
free flow of information between the candidate and members of the selection panel.
Reading 2
Access the reading on the MGT3005 StudyDesk: ‘Assessing candidates against
selection criteria during the interview’ by Jones (2009) (9 pp).
Using your preferred learning strategy (such as note-making, voice recording or
highlighting a printed copy) prepare brief summaries that will help you address the
following learning objectives associated with this reading:
4. Identify the role of the chairperson.
5. Discuss how rapport can be built between the applicants and panel members
during the interview.
6. Discuss the characteristics of the keyword method for assessing interviewee
responses.
7. Discuss the characteristics of weighted selection criteria.
Types of interviews and conducting them
While you may have gathered that the HR experts are strongly advocating the
‘structured’ interview to assist its validity, it is important to know that are a number
of interview types available to the recruiter. In practice, hybrids of these interview
types are frequently being used. This reading outlines different types of interviews
before proceeding with guidance on how to conduct the typical structured interview
and pitfalls to avoid.
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Reading 3
Access the reading on the MGT3005 StudyDesk: ‘Types of interviews’ by Compton,
Morrissey and Nankervis, (2009) (25 pp).
Using your preferred learning strategy (such as note-making, voice recording or
highlighting a printed copy) prepare brief summaries that will help you address the
following learning objectives associated with this reading:
8. Describe the types of interviews that can be used in employment selection.
9. List advantages and disadvantages of these different types of interviews.
10. Outline the advice provided in this reading in relation to:
a. Preparing for the interview
b. Conducting the interview.
c. Interviewing techniques of:
Listening.
Questioning.
Note-taking.
11. Discuss problem areas to keep in mind during the interviews in relation to:
a. Critical incident and behaviour based interviews.
b. Interview techniques.
c. Legal pitfalls.
Ongoing research into interview techniques
The readings so far in the module have presented you with ‘pre-digested’ versions of
our understandings of interview techniques, as presented in HRM textbooks. With a
view to reminding you and exposing you to the work of HRM scholars who continue
with research efforts into identifying the utility of various interview techniques (in
additional to all aspects of HRM practice), the next reading is provided.
For this next reading, which is an example of a credible, scholarly peer-reviewed
journal article presenting empirical research, you don’t need to tie yourself down
reading through the methods and results sections. Instead focus on the introduction
and then the dedicated discussion and conclusion sections towards the end of the
paper. In academia of this nature, you will notice that the authors have devoted a lot
of words to present what may appear to be a rather small, nonetheless important,
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finding about the use of behavioural and situational interviewing (ie the context,
methodology, results, discussion, limitations are all given) It is worth pointing out
that advances in our knowledge of HR practice happen in very small steps such as
this. This rigor and thoroughness helps to preserve the integrity of research findings
for the discipline.
Reading 4
Access the reading on the MGT3005 StudyDesk: ‘A tale of two formats: Direct
comparison of matching situational and behavior description interview questions’
by Culbertson, Weyhrauch, Huffcutt (2017) (11 pp).
Using your preferred learning strategy (such as note-making, voice recording or
highlighting a printed copy) prepare brief summaries that will help you address the
following learning objectives associated with this reading:
12. Identify the main suggestion that the authors of the research paper by Culbertson
et al. offer in relation to interview question design/usage and explain why they
make this suggestion.
Tricky questions
We are all aware of anti-discrimination and equal employment opportunity legislation
that has major implications for the recruitment and selection process. Particularly the
job interview is one area where the recruiter must be vigilant. The benefit of
preparing questions beforehand is obvious. In some employment situations, you may
need to know sensitive information. The final reading offers you some advice about
soliciting information appropriately. Some of the points in this reading are more
relevant to how the wording on employment application form can be made, while
others may be verbal questions asked at interview.
Reading 5
Access the reading on the MGT3005 StudyDesk: ‘Phrasing sensitive questions’
Hacker (1999) (6 pp).
Using your preferred learning strategy (such as note-making, voice recording or
highlighting a printed copy) prepare brief summaries that will help you address the
following learning objectives associated with this reading:
13. Give five examples of unacceptable questions and how they might be re-phrased
not to violate discrimination legislation or personal privacy.