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Interviewing

Structured interviews are vital in the hiring process, utilizing standardized questions for all candidates. This method is particularly beneficial for initial screenings and comparisons. Behavioral interviews focus on applicants providing specific examples of past experiences, allowing employers to gauge suitability for current roles. Effective interviewing requires careful planning, control, and effective questioning techniques while avoiding yes/no, leading, and illegal questions. Recognizing common biases and problems, such as snap judgments and cultural noise, can further enhance the reliability of the interview process.

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Interviewing

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  1. Interviewing HRM 381

  2. Types of Selection Interviews

  3. Structured Interviews • Structured Interview • Uses a set of standardized questions asked of all job applicants. • Useful for initial screening and comparisons • 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 applicant’s suitability for current jobs based on past behaviors. • Assumes that applicants have had experience related to the problem.

  4. Effective Interviewing • Conducting an Effective Interview • Planning the interview • Controlling the interview • Using effective questioning techniques • Questions to Avoid • Yes/No questions • Obvious questions • Questions that rarely produce a true answer • Leading questions • Illegal questions • Questions that are not job related

  5. Questions Commonly Used in Selection Interviews

  6. SnapJudgments NegativeEmphasis HaloEffect Biases andStereotyping CulturalNoise Problems in the Interview Problems in the Interview

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