Human Resource Management

Chapter 7
Interviewing Candidates

Presenters:
Zahaib Gillani 0186
Iqra Sadiq 0191
Inzamam Mir 042
Ahtisham Arif 0188
Raja Obaid Ullah
Learning Objective 7-3
Define a structured situational interview and explain how to conduct
effective selection interviews?
What is a Structured situational Interview?
Definition: A list of job relevant questions with already known answers
that interviewers ask all applicants for the job.

Step 1: Analyze the job

 Job Description
 know the duties
 Required knowledge
 Skills
Structured situational interview
Step 2: Rate the job main duties
 Rate all duties
 rate importance of every duty
 rate from 1-5

Step 3: Create interview questions

 Situation questions
 Behavioural
 Job related
 Family
 Structured situational interview

Step 4: Create Benchmark Answers

 Good Answer (rates 5)
 normal (rates 3)
 poor (rates 1)

Step 5: Appoint interview panel & conduct

interview
 two to three members
 preferably who made questions
 may include job supervisor
Another way to conduct effective interview

1. In case you don’t have time to create a structured situational interview you can
still conduct a good interview

2. It is somehow related to structured situational interview.

3. But is less structured

 Effective interview

Step 1: Know the job Step 2: Structure the interview

Don’t start without knowing the
job
Know the duties
Know the qualification
Some structure is better than none
Don’t just ask anything
Ask with proper sequence
Use job knowledge to ask
questions
Step 3 Step 4 Step 5
Get Organized Establish rapport Ask questions
• Use quite place for less (bond) • Open ended questions
interruptions • Give himself ease • Let him explain things
• Review candidate info. • Non controversial • Don’t interrogate
(CV) questions
• Ask about weather
Step 6: Take brief Step 7: Close the Step 8: Review the
interview interview
Note down key points of Give time to candidate to Review interview notes
what candidate says ask what he want to Score answers
If interested tell him what Make decision
next
Reject positively
Learning Objective 7-4
Give examples of how to use employee
selection to improve employee engagement?

Toyota Hiring Process

Step 1: In-depth online application
 Summarize experience & skills
 Selection & environment video
 Many drop out here

Step 2: Computer based assessment

 Assess technical knowledge
 General maintenance test
 Problem solving skills
 Toyota Hiring Process

Step 3: Work simulation assessment

 Simulation (Close to real)
 To assess performance
 Group discussion
 For problem solving skill
 Choose features for new model

Step 4: Face to face interview

 Face to face Q&A
 Like normal interview
 Toyota Hiring Process

Step 5: A Background Check, drug screen & Medical

check

 Background work history

 Drugs

Step 6: Job Offer