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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