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The Selection Interview

The Selection Interview. Objectives. Understanding the role of an Interview Recruiting the applicant to the Organization Measuring applicant KSAs Selection evaluation system Types of Interviews Training of Interviewers Developing the right interview questions

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The Selection Interview

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  1. The Selection Interview

  2. Objectives • Understanding the role of an Interview • Recruiting the applicant to the Organization • Measuring applicant KSAs • Selection evaluation system • Types of Interviews • Training of Interviewers • Developing the right interview questions • Recommendations for the Interview

  3. The Role of the Interview • Provides a method for measuring a candidate’s KSAs • Provides a method for determining cultural fit • Provides a method for selecting or recruiting the best candidate • Provides a method for disqualifying the wrong candidate

  4. Recruiting The Applicant • Providing Job Information • Discussing the job • Selling the job • Sharing the job description • Sharing the context of the position • Impact on Applicants • Public relations device • Experience in the process • Recruiter impact

  5. Measuring Applicant KSAs • More Data? • Substituting the interview • Assessment test • Additional references • Appropriate KSAs • Sociability • Dependability • Job knowledge

  6. Interview Selection Evaluation • Questions used • Applicant Characteristics & Appearance • Non-verbal Behavior • Weighting Information

  7. Interview Model Pre-interview Set plan and structure Interview Gather information Post-interview Share and collect data Evaluate Assess and select

  8. Improving the Interview

  9. Training of Interviewers • Talking excessively • Using inconsistent questions • Asking unrelated job questions • Unable to put the interviewee at ease • Making an evaluation in the first few minutes • Stereotyping applicants • Being over confident of their interviewing skills

  10. Components of the Interview Structured Interview • Consistent methods used to collect information from applicants • Based on key areas that are job related Unstructured Interview • Inconsistent methods used to collect information from applicants • Decisions are based on guesses

  11. The Interview Process • Creating an open communication • Maintaining control of the interview • Taking appropriate notes • Learning listening skills • Developing good probing • Utilizing a good balance of open-end and close-ended questions

  12. The Interview Process • Decision-making methods - Halo error, central tendency and contrast effects • Systematic Scoring -Use formal evaluation forms • Results of Training - Measure how much error has been removed

  13. Developing Interview Questions Situational Questions • Identify critical activities • Sort into behavioral dimensions • Review and write questions Behavioral Questions • Identify critical behavioral competencies • Sort in order of importance • Review, write initial questions and write probing questions

  14. Developing Interview Questions Job Content • Identify critical job tasks • Identify KSAs needed to perform tasks • Link KSAs to job tasks • Determine selection measure for measuring job tasks

  15. Type of Interviews • Individual • Panel • Reverse Panel • Serial

  16. Recommendations For The Interview • Restrict the scope • Limit the use of Pre-interview data • Adopt a structured format • Use job-related questions • Use multiple questions for KSAs • Apply a formal scoring system • Train the interviewer

  17. Cultural Fit • Assess and Define Culture • Hire for Fit vs. Skills • Company Values

  18. Cultural Fit Process for assessing fit: • Define overall company cultural • Define team cultural • Identify core gaps to enhance team • Develop cultural criteria • Identify and select predictors • Assess fit

  19. Exercise • Read company profile • Read job description • Identify a team member to scribe • Develop 4 – 6 questions that reflect core competencies and cultural fit • Discuss and hand-in

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