INTERVIEW PREPARATION

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Selection steps
Hiring decision

Realistic Job Preview

Medical Exam/ drug

testing

Functional Interview

Testing

Preliminary Interview

Background Investigation

Completion of application
 Selection Process
The selection process typically consists of eight
steps:
1.initial screening interview
2.completion of the application form
3.Preliminary interviews
4.Selection test
5.comprehensive interview
6.background investigation
7.conditional job offer
8.medical/physical exam
9.permanent job offer
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 Factors that affect Selection efforts

– Reliability: consistency; across time, across judges

– Validity: accuracy

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 Background Investigation:

• Verify information from the application form

• Typical information verified includes:
– former employers
– previous job performance
– education
– legal status to work
– credit references
– criminal records

• A good predictor of future behavior is an individual’s

past behavior.
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 Interviews
• Is a type of employment test that involves a
conversation between a job applicant and
representative of the employing organization

• A procedures design to obtain information

from an interviewee through oral responses
and verbal inquiries.
 Interviews
• Types of Interviews
– Selection interviews
– Appraisal interviews
– Exit interviews

• Interview formats
– Structured
– Unstructured
– Panel
– Mass interviews
– Behavioral interviews
– Stress interviews
– Exit interviews
 Interviewing Errors
• Halo effect
• Misunderstanding the job
• Stereotyping
• Snap decisions
• Contrast effect
• Nonverbal behaviors and personal
characteristics

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 INTERVIEW PREPARATION
• Job analysis
• Job descriptions
• The right fit
• Review application form
• Setting the stage
• Planning basic questions
• Self interviewing
 INTERVIEW PREPARATION
 Job analysis
• Responsibilities
• Requirements
• Reporting relationships
• Environmental factors
• Exemption status
• Union status
• Compensation
• Growth opportunities
 INTERVIEW PREPARATION
Job descriptions: The reviewed, edited,
and reformatted tangible product of the
job analysis.

Generic or Specific
 Job descriptions
• Identify essential job functions
• Role of job
• Incumbent is expected to accomplish
• Agreement between employer and employee
• Performance results
• Multipurpose tool
 Job descriptions
• Concise

• Straightforward

• Uncomplicated

• Easily interpreted
 INTERVIEW PREPARATION
The right fit

• Job :Organization

• Person job fit vs. person organization fit

 INTERVIEW PREPARATION
Review application form

• Information about candidate

• Identify areas for discussion during the

interview
 INTERVIEW PREPARATION
Setting the stage

• Allowing sufficient time for the interview

• Planning an appropriate environment
• Planning basic questions
Logic of Prediction:
Past Performance Predicts Future Performance

Past Situations New Situation (job)

Previous job(s)
Person Attraction
Current job KSAOs
Performance
Motivation Satisfaction
Nonjob Sample Predict Retention
Attendance
 Development of the Selection Plan:
Steps Involved
1. Develop list of KSAOs required for job

2. For each KSAO, decide if it needs to be

assessed in the selection process

3. Determine method(s) of assessment to be

used for each KSAO
 Resumes and Cover Letters
 Information provided is controlled by
applicant
 Information needs to be verified by other predictors
to ensure accuracy and completeness
 Major issues
 Large number received by organizations
 Falsification and misrepresentation of information
 Overview of Application Blanks
• Areas covered
– Educational experience
– Training
– Job experience
– Personal details
• Key advantage -- Organization dictates information
provided
• Major issue -- Information requested should
– Be critical to job success and
– Reflect KSAOs relevant to job
 Initial Assessment
Evaluate the following
• Education level
• CGPA
• Quality of school
• Major field
• Extracurricular activity
• Training & experience
• Licensing/certification
• Weighted app. Blanks
• Letters of recommendation
• Reference checks
• Background testing
• Resumes, cover letters
• Initial interviews
 Interviewers Types
• The Stickler
• The Helper
• The Performer
• The Prober
• The observer
• The Questioner
• The Enthusiast
• The Boss
• The Avoider
Conclusion
Interviewer :Organization
• Impression: organization impression
• Not perfect interviewer type
• Interview Style: vacancy requirements
• Familiar with your Typology
• Enneagram
• Improve your interview skills