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Transcript of Dessler 07 Baru
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PowerPoint Presentation by Charlie Cook
The University of West Alabama
1
Human Resource
ManagementELEVENTH EDITION
G A R Y D E S S L E R
2008 Prentice Hall, Inc.
All rights reserved.
Interviewing Candidates
Chapter 7
Part 2 | Recruitment and Placement
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2008 Prentice Hall, Inc. All rights reserved. 72
After studying this chapter, you should be able to:
1. List the main types of selection interviews.2. Explain and illustrate at least six factors that affect the
usefulness of interviews.
3. Explain and illustrate each guideline for being a more
effective interviewer.
4. Effectively interview a job candidate.
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Basic Features of Interviews
Interview
Structure
Interview
Administration
Selection
Interviews
Interview
Content
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Types of Interviews
Selection Interview
Appraisal Interview
Exit Interview
Types ofInterviews
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Interview Formats
Unstructured
or
NondirectiveInterview
Interview
Formats
Structured
or
DirectiveInterview
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Interview Content
Situational
Interview
Stress
Interview
Behavioral
Interview
Job-Related
Interview
Types of
Questions
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Administering the Interview
UnstructuredSequential
Interview
Structured
Sequential
Interview
Panel
Interview
Mass
Interview
Phone and Video
Interviews
Computerized
Interviews
Web-Assisted
Interviews
Ways in Which
Interviews Can
Be Conducted
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What Can Undermine An Interviews Usefulness?
Nonverbal Behavior
and Impression
Management
Applicants Personal
Characteristics
Interviewer
Behavior
FactorsAffecting
Interviews
First Impressions
(Snap Judgments)
InterviewersMisunderstanding
of the Job
Candidate-Order
(Contrast) Error and
Pressure to Hire
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How to Conduct a More Effective Interview
1
2
3
4
5
Suggestions:
Prepare for the Interview
Structure Your Interview
Establish Rapport
Ask Questions
Close the Interview
6 Review the Interview
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K E Y T E R M S
unstructured or nondirective interviewstructured or directive interview
situational interview
behavioral interview
job-related interview
stress interview
unstructured sequential interview
structured sequential interview
panel interview
mass interview
candidate-order error
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2002 Southwestern College Publishing. All rights reserved. 811
Selection Interviewing
EEO Concerns with Interviewing
Identify objective job-related criteria to be sought in
the interview
Specify the decision-making criteria used
Provide multiple levels of review for decisions Use structured interviews, asking the same
questions of all those interviewed
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Types of Selection Interviews
Figure 89
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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
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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 interviewApplicants are asked how they would respond to a
specific job situation related to the content of the job
they are seeking.
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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 orcomparable to that obtained from other applicants.
Stress Interviews
An interview designed to create anxiety and put
pressure on an applicant to see how the personresponds.
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Who Does Interviews
Video
Interviewing
IndividualsPanel
Interviews
Team
Interviews
Interviews
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Effective Interviewing
Conducting an Effective Interview
Planning the interview
Controlling the interview
Using proper questioning techniques
Question types to avoid in interviews Yes/No questions
Obvious questions
Questions that rarely produce a true answer
Leading questions
Illegal questions
Questions that are not job related
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Common
Selection
Interview
Questions
Figure 810
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Problems in the Interview
Problems in
the Interview
Halo
Effect
Snap
Judgments
Negative
Emphasis
Biases and
Stereotyping
Cultural
Noise
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