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human resources chapter 7
Terms in this set (22)
unstructured/non directive interview
unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions. Basically a straight up convo. (e.g. most selection interviews)
interview which follows set sequence of questions. questions listed ahead of time and may even list and scor epossible answers for appropriatness.
series of job related questions which focus on how candidates behave in different situations e.g. supervisory candidate asked how to respond to subordinate coming late to work consistently
job related questions focused on how one has reacted to actual past situations (e.g. suppose you were faced with situation x) consists of situational questions (e.g. supposed you were faced with situation y) and behavioral questions (e.g. can you think of a time when you did z?) used or being planned to be used by most emplyoees
job related interviews
series of job related questions focused on relevant past job behaviors (e.g. non hypotheticals like what class did you like the best in your mba program?) tries to conclude how a candite may handle fianncial aspects of the job an employer hopes to fill
can be structured and unstructured, formal or informal etc.
An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance. (e.g. someone who has changed jobs alot on record mb told that frequent job change shows irrresponisiblity if the applicant responds to this with a reasonable explanation for why they kept changing jobs interviewer may pursue another topic but if the formerly at ease candidte reacts in an angry shocked fashion the interviewer may conclude they have a low stress tolerance may help find hypersensitive candidates
Recruiters for technical, finance, and other types of jobs use questions to pose problems requiring unique ("out-of-the-box") solutions to see how candidates think under pressure.
unstructured sequential interview
An interview in which each interviewer forms an independent opinion after asking different questions.
Structured sequential interview
An interview in which the applicant is interviewed sequentially by several persons; and applicants are rated on a standard form. the hiring amanger then reviews and compares the evaluations prior to deciding whom to hire
An interview in which a group of interviewers questions the applicant. also known as a board interview conducted by a team of interviewers who together interview each candidate and combine their ratings innto a final panel score. different than a one on one interview and serial interview (where several interviewers assess one candidate one on one sequentially). allows for interveiwers to ask follow up questions
panel interview consisting of interviewing several candidates at the same time. the panel then poses a problem and qatches to see which candidates take the iniative in formulating an answer
computerized selection interview
An interview in which a job candidate's oral and/or computerized replies are obtained in response to computerized oral, visual, or written questions and/or situations. majority consist of questions related to the applicants background, experience, edu, skills, knowledge and work atitudes which relate to their job they are applying for.
characteristics of a computerized selection interview
Reduces amount of time managers devote to interviewing unacceptable candidates.
Applicants are more honest with computers
Avoids problems of interpersonal interviews
Mechanical nature of computer-aided interview can leave an applicant dissatisfied.
problems interviewes may be faced with
tendency for interviewers to jump to conclusionsabout candidates during the first few minutes of the interview.
Negative bias: unfavorable info about applicants that could be stronger in influencing interviees decisions than positive info, a misunderstanding of a job,
or an interviewers mistake when judging the personinterviewed due to interviewing one or more very good or very bad candidates just before the current interview, Nonverbal behavior and impression management or Nonverbal behavior and impression management
Interviewers' inferences of the interviewee's personality from the way he or she acts in the interview which have a powerful impact on how an interviewer rates an ionterviewed good interviewees try their best to impress, Effect of personal characteristics likw attractiveness, gender, race,
Interviewer behaviors affecting interview outcomes
Inadvertently telegraphing expected answers.
Talking so much that applicants have no time to answer questions.
Letting the applicant dominate the interview.
Acting more positively toward a favored (or similar to the interviewer) applicant.
structured situational interview
Use either situational questions (preferred) or behavioral questions that yield high criteria-related validities.
consists of the following steps:
Step 1: Job Analysis
Step 2: Rate the Job's Main Duties
Step 3: Create Interview Questions
Step 4: Create Benchmark Answers
Appoint the Interview Panel and Conduct Interviews
how to conduct an effective interview
tructure your interview so that it :
Bases questions on actual job duties.
Uses job knowledge, situational, or behaviorally oriented questions and objective criteria to evaluate an interviewee's responses.
Uses same questions with all candidates.
Uses descriptive rating scales (excellent, fair, poor) to rate answers.
Uses multiple interviewers or panel interviews.
If possible, uses a standardized interview form.
Controls the interview.
The interviewer takes brief, unobtrusive notes during the interview.
good tips to make an interview more effective
Prepare for it
Secure a private room to minimize interruptions.
Review the candidate's application and résumé.
Review the job specifications
Put the person at ease.
Follow your list of questions.
Don't ask questions that can be answered yes or no.
used by microsoft. online virtual community used to conduct job interviews. here job seekers create avatars which represent themselves in interviews.
bain and co. case interview
uses case interviews as part of its candidate selection process consisting of candiates explaining how they address case client problems. combines parts of behavioral and situational questioning which provides a more realistic assessment of a candidates consulting skills.
also known as contrast order that the order which you see applicants affects an interviewers rating of them
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