Ch07INTERVIEWING CANDIDATES

tenth edition

Chapter 7

Gary
Dessler

Part 2 Recruitment and Placement

Interviewing Candidates
© 2005 Prentice Hall Inc.
All rights reserved.

PowerPoint Presentation by Charlie Cook
The University of West Alabama

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
© 2005 Prentice Hall Inc.
All rights reserved.

7–2

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 intoPrentice what’sHall right or wrong about the firm.
© 2005
Inc.

All rights reserved.

7–3

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. © 2005 Prentice Hall Inc.
All rights reserved.

7–4

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.
© 2005 Prentice Hall Inc.
All rights reserved.
7–5

Interview Content: Types of
Questions

 Stress interview

– An interview in which the