HumanResourceManagementFifteenthEditionChapter7InterviewingCandidatesCopyright?2017,2015,2013PearsonEducation,Inc.AllRightsReservedLearningObjectives(1of2)7-1.Listandgiveexamplesofthemaintypesofselectioninterviews.7-2.Listandexplainthemainerrorsthatcanundermineaninterview’susefulness.LearningObjectives(2of2)7-3.Defineastructuredsituationalinterviewandexplainhowtodesignandconducteffectiveselectioninterviews.7-4.Discusshowtouseemployeeselectionmethodstoimproveemployeeengagement.7-5.Listthemainpointstoknowaboutdevelopingandextendingtheactualjoboffer.I.

Listandgiveexamplesofthemaintypesofselectioninterviews.BasicTypesofInterviews(1of3)Canbeclassifiedaccordingto:StructureContentAdministrationPros&ConsBasicTypesofInterviews(2of3)Structuredvs.UnstructuredInterviewsBasicTypesofInterviews(3of3)Structuredvs.UnstructuredInterviewsQuestionstoaskSituationalBehavioralJob-relatedStressPuzzlequestionsInterviewContentWhatTypesofQuestionstoAskQuestionstoaskSituationalBehavioral–(S.T.A.R)Job-relatedStressPuzzlequestionsHowShouldWeConducttheInterview?(1of4)HowShouldWeConducttheInterview?(2of4)One-on-OneSequentialHowShouldWeConducttheInterview?(3of4)3.Panel4.MassHowShouldWeConducttheInterview?(4of4)PhoneComputer-basedWeb-basedVideoOnlineVideoInterviewPreparationLookPresentableCleanUpTheRoomTestFirstDoADryRunRelaxTrendsShapingHR:DigitalandSocialMediaMobile-basedInterviewsLet’stakealook…ImprovingPerformance:TheStrategicContextUrbanOutfittersLet’stalkaboutit…II.

Listandexplainthemainerrorsthatcanundermineaninterview’susefulness.AvoidingErrorsThatCanUndermineanInterview’sUsefulness

(1of3)UseStructureInterviewsKnowWhattoAskAvoidtheCommonInterviewingErrorsAvoidingErrorsThatCanUndermineanInterview’sUsefulness

(2of3)FirstImpression(SnapJudgments)NotClarifyingWhattheJobRequiresCandidate-Order(Contrast)ErrorandPressuretoHireAvoidingErrorsThatCanUndermineanInterview’sUsefulness

(3of3)NonverbalBehaviorandImpressionManagementEffectofPersonalCharacteristics:Attractiveness,Gender,RaceDiversityCountsImprovingPerformance:HRPracticeAroundtheGlobeSelectionPracticesAbroadLet’stalkaboutit…InterviewerBehaviorIII.

Defineastructuredsituationalinterviewandgiveexamplesofsituational

questions,behavioralquestions,andbackgroundquestionsthatprovide

structure.HowtoDesignandConductanEffectiveInterviewDesigningtheStructuredSituationalInterviewAnalyzethejobRatethejob’smaindutiesCreateinterviewquestionsCreatebenchmarkanswersAppointinterviewpanelandconductinterviewsImprovingPerformance:

HRToolsFor

LineManagersandSmallBusinessesHowtoConductanEffectiveInterviewLet’stalkaboutit…ProfilesandEmployeeInterviews(1of2)Usethesamejobprofile(competencies,traits,knowledge,andexperience)forcreatinginterviewquestionsasforrecruitingProfilesandEmployeeInterviews(2of2)Table7-1AskingProfile-OrientedInterviewQuestionsProfileComponentExampleSampleInterviewQuestionSkillAbletousecomputerdraftingsoftwareTellmeaboutatimeyouusedCADProcomputerizeddesignsoftware.KnowledgeHowextremeheataffectsHydrochloricacid(HCl)SupposeyouhaveanapplicationwhereHClisheatedto400degreesFahrenheitat2atmospheresofpressure;whathappenstotheHCl?TraitWillingtotravelabroadatleast4monthsperyearvisitingfacilitiesSupposeyouhadafamilymeetingtoattendnextweekandweinformedyouthatyouhadtoleaveforajobabroadimmediately.Howwouldyouhandlethat?ExperienceDesignedpollutionfilterforacid-cleaningfacilityTellmeaboutatimewhenyoudesignedapollutionfilterforanacid-cleaningfacility.Howdiditwork?Whatparticularproblemsdidyouencounter?IV.

Discusshowtouseemployeeselectionmethodstoimproveemployeeengagement.EmployeeEngagementGuideforManagersBuildingEngagement:ATotalSelectionProgramTheToyotaWayStep1:anin-depthonlineapplication(20–30minutes)Step2:a2–5-hourcomputer-basedassessmentStep3:a6–8-hourworksimulationassessmentStep4:aface-to-faceinterviewStep5:abackgroundcheck,drugscreen,andmedicalcheckStep6:jobofferTrendsShapingHR:ScienceinTalentManagementGoogle’sEvidence-basedApproachtoSelectionLet’stakealook…V.

Whatarethemainpointstoknowaboutdevelopingandextendingtheactualjoboffer?DevelopingandExtendingtheJobOfferJudgmentalapproachStatisticalapproachHybridapproachTheJobofferMainParametersThejobofferwillinclude:PayratesBenefitsActualjobdutiesTheremaybesomenegotiationsWhenagreementisreached,theemployerwillextendawrittenjoboffertothecandidateIssuestoConsiderwiththeWrittenOfferAjobofferletterhasthe:WelcomesentencePayinformationBenefits