Types of Selection Interviews

Structured Interviews
Structured Interview
Uses a set of standardized questions
asked of all job applicants.
Useful for initial screening and
comparisons
Benefits
Obtains consistent information needed for
selection decision
Is more reliable and valid than other
interview formats
Meets EEO guidelines for the selection
process

Structured Interviews
(contd)
Behavioral interview
Applicants are asked to give specific examples of
how they have performed a certain task or handled a
problem in the past.
Helps discover applicants suitability for current jobs
based on past behaviors.
Assumes that applicants have had experience
related to the problem.

Situational interview
Applicants are asked how they would respond to a
specific job situation related to the content of the job
they are seeking.

Less Structured Interviews

Nondirective Interview
Applicants are queried using questions that are
developed from the answers to previous questions.
Possibility of not obtaining needed information.
Information obtained may not be not job-related or
comparable to that obtained from other applicants.

Stress Interviews
An interview designed to create anxiety and put
pressure on an applicant to see how the person
responds.

Who Does Interviews

Panel
Panel
Interviews
Interviews

Individuals
Individuals

Interviews
Interviews

Video
Video
Interviewing
Interviewing

Team
Team
Interviews
Interviews

INTERVIEW PROCESS
PRE INTERVIEW PREPARATORY PHASE

PRE-INTERVIEW PREPARATORY PHASE

Determine the requirement for effective
performance of the job from JOB ANALYSIS
Determine acceptable entry levels
Use other tests and information to
supplement the evidence
Decide on the number of interviewers
Decide on the time, place and setting
Produce a coverage plan to provide
maximum possible significant information
Discuss and agree the objectives, criteria,
the coverage plan and the areas each
member will over

THE INTERVIEW PHASE

Establish a healthy, productive environment
Begin with introduction and a brief explanation
Follow the broad chronological coverage plan
Allow each interviewer to interview in turn
Be constantly alert to the possible effects of the
interviewees non verbal behaviour and manner
Place information in perspective

POST INTERVIEW ASSESSMENT &

DECISION
Systematically assess the evidence
obtained in the light of the job
requirements
In assessing evidence, concentrate
on solid facts of past behaviour as
indicators of motivation, attitudes,
values, personal qualities and
abilities.
In the assessment process take

PROBING
Probing is the art of getting a candidate
talk openly. Probes are needed when
more information is needed in particular
situations because the candidate did not
answer the question, or the answer is
incomplete/ superficial/ unclear or wrong

THE ART OF PROBING

Show interest
Pause : silence can tell a candidate you
are waiting to hear more.
Repeat the question
Repeat the reply
Ask a neutral question
Ask for clarification by questions like
Could you please explain that?
Ask for relevance with questions like
Could you tell me why you said that?
Ask for completeness through questions
like What else can you think as an
example?

Effective Interviewing
Question types to avoid in interviews
Yes/No questions
Obvious questions
Questions that rarely produce a true
answer
Hypothetical questions
Leading questions
Illegal questions
Questions that are not job related

Problems in the Interview

Problems
Problemsin
in
the
theInterview
Interview

Snap
Snap
Judgments
Judgments

Negative
Negative
Emphasis
Emphasis

Halo
Halo
Effect
Effect

Biases
Biasesand
and
Stereotyping
Stereotyping

Cultural
Cultural
Noise
Noise

Reliability and Validity in

Interviews
Interrater
Reliability

Intrarater
Reliability

Interview
Reliability and
Validity Issues

Face
Validity