Interviewing

Candidates
Meet The Team

Bella Benedict Mucalinda Wira

Chelsea Ariel Rupasari Pratama

“A big leader begins with a little steps”

Selection
Interview
Classified according to:
1. Interview Structured
Structure Or
Directive

Unstructured
Or
Non-directive
 Ask the candidate about what their act
Situational would be in a given stuation

Ask the candidate to describe how they

Behavioral
2. Interview
reacted to an actual situation in the past

Content Job-related
Ask the candidate about job-relevant with
his/her past experiences

Interviewer purposely make the candidates

uncomfortable with rude questions. Stress

Questions based on simple mathematical

Puzzle logic.
 1 2
3. How to Conduct One-on-One Serial
Selection Interview Interview Interview

3 4 5
Panel Mass Phone
Interview Interview Interview
IMPROVING
PERFORMANCE
THROUGH HR :
WEB BASED INTERVIEWS
 Look Presentable

01 You might feel silly sitting at

home wearing a suit, but it
could make a difference

WEB BASED Clean up the room

02
INTERVIEWS
03 Test First

An online interviews requires little special Do a dry run

preparation for employers, but Career FAQs lists
things that interviewer should keep in mind
Record yourself before the
interview to try answering
some imaginary question
04
RELAX

05 The golden rule woth such interviews

is to treat them line any face to face
meeting smile, look confident and
enthusiastic, try to make eye contact,
don’t shout, but do speak clearly
COMPUTERIZED
INTERVIEW Typical of computerized
interviews present question
A computerized selection interview is one in which a job
candidate’s oral and/or keyed replies are obtained in in multiple-choice format
response to computerized oral, visual, or written question one at a time.
and/or situations.

Most computerized interviews present the applicant with a

series of a job-related question regarding his or her
How would your
background, experience, education, skills, knowledge, and
supervisor rate your
work attitude. Some such computerized interviews also
customer service skills?
confront candidates with realistic scenarios to which they
must respond online
a. Outstanding
b. Above average
c. Average
d. Below average
e. Poor
COMPUTERIZED
INTERVIEW
Question come in rapid
sequences and requires
concentration

The typical A delay in answering

computerized certain question such
interview program as “can you be
measured the trusted?’ flags a
response time to each potential problem
question
SPEED DATING
For better or worse, some employers use “speed dating” interviewing. One sent e-mails to all applicants for an
advertised position. Four hundred of 800 applicants showed up. Over several hours, applicant first mingled
with employees, and then (in so called “speed dating area”) had one on one contacts with employees for a few
minutes. Based on this, the recruiting team chose 68 candidates for follow-up interviews.
BAIN & COMPANY
CASE INTERVIEW
Bain & Company uses case interviews as part of its candidate selection process. By having candidates explain
how they would address the case “client’s” problems, the case interview combines elements of behavioral and
situational questioning to provide a more realistic assessment of the candidate’s consulting skills. The
accompanying screen grab shows Bain candidates how to prepare for the cased based interviews
THREE WAYS TO MAKE AN
INTERVIEW MORE USEFUL
3
1 2
BEWARE OF
COMMITING
USE STRUCTURED KNOW WHAT
INTERVIEWING
SITUATIONAL TO ASK
ERRORS
INTERVIEWS
ERRORS THAT CAN
UNDERMINE AN
INTERVIEW’S
USEFULNESS
Errors that can
undermine an
interview’s usefulness
First Nonverbal Personal
impression behavior characteristic

Candidate order
errors

Not clarifying the

Diversity Interviewer
job requires
counts behavior
 Probably the most widespread
About
error is that interviewers tend to
First This jump to conclusion make snap
judgments-about candidates
Impressions during the first few minutes of the
interview

(Snap Judgments)
- Based on personal appearance
Which
- Based on negative profile Influences
- Based on candidates’ score
 Start well got
low rating
Fact About First
About
Influence
This
by Impressions
unfavorable
(Snap Judgments)
Candidate with
negative
information
From
Which
favourable to Influences
unfavorable
Not Clarifying What
The Job Requires 15 15
GOOD BAD
Interviewers who don’t have an accurate picture
of what the job entails and what sort of
candidates is best for it usually make their
decisions based on incorrect impressions of what
a good applicant
Candidate-order (Contrast)
Error and Pressure to Hire
The order in which you see applicants affect how you rate them.

In one study, managers had to evaluate a sample candidate who was “just average”
after first evaluating several “unfavorable” candidates. They scored the average
candidates more favorably than they might otherwise because, in contrast to the
unfavourable candidates, the average one looked better than he actually was.
Nonverbal Behavior and
Impression Management

About Why? Fact

The applicant's Smart candidates
Interviewers infer
nonverbal behavior use integration to
your personality
(insulting, avoiding persuade
from the way you
your views, etc.) can interviewers to like
act in the
also have a surprising them.
interview.
large impact on
ranking.
Effect of Personal
Characteristic

SKIN COLOR GENDER RELIGION

Diversity Counts: Applicant Disability
and The Employment Interview
Research surveyed 40 disabled from various occupation, felt that
interviewers tend to avoid directly addressing the disability.

Tips!
The interviewers must limit his or her question to whether the applicant has
any physical or mental impairment that may interfere with his or her ability
to perform the job’s essential tasks.
Interviewer
Behavior
You can Interviewers
Interviewers are simply
handle this
Vs unable to
problem
Applicants conduct in
right?
interview

Play amateur Have

psychologist favourable
candidates
HOW TO DESIGN &
CONDUCT AN
EFFECTIVE INTERVIEW
Designing a STEP 5
Structured Appoint the
interview panel
and conduct
Situational Interview interviews

STEP
1 STEP
2 STEP
3 STEP
4
Analyze the Rate the job’s Create Create
job main duties interview benchmark
questions answers
 HOW
 BaseTO CONDUCT
question AN
on actual job duties
EFFECTIVE INTERVIEW
 Use job knowledge, situational, or behavioral questions, and know

enough the job to evaluate the interview’s answer

STEP 1 STEP 2 STEP 3 STEP 4
 Use the same question to all candidates
Make sure Structure Get Establish
 Perhaps use descriptive rating scales (excellent,
Organized fair, poor) to rate
you know the rapport
the job interview
answer

 If possible use a standaridized interview form

 Don’t telegraph the desired answer
HOW TO CONDUCT AN
 Don’t interrogate the applicant as if the person is on trial
EFFECTIVE INTERVIEW
 Don’t monopolize the interview, nor let the applicant do so

 Don’t ask open ended question

STEP 5
 Don’t encourage the applicant to express thoughts fully
STEP 6 STEP 7 STEP 8
 Do draw out the apllicants opinions and feelings by repeating the person’s last comment as question (e.g
Ask Take brief, Close the Review the
You didn’t like your last job?)
question unobtrusive interview interview
 Do ask for example during the

interview
Do ask ( if I were to arrange for an interview with your boss, what would he or she say are your strengths,

weaker points, and overall performance?)

DEVELOPING AND
EXTENDNG THE JOB
OFFER
Understanding the
Job
differences Offer
A job offer letter lists the
offer’s basic information
Letter
between a job offer
and closing statement.

letter and a An employment contract

Contract
contract.
have a duration, describe
grounds for termination or
resignation.
 Talent Management:
Profiles & Employee
Interviews
Skill Knowledge Trait Experience

Able to use How extreme Willing to travel Designed

computer beat affects abroad at least 4 pollution filter
drafting hydrochloric months per year for acid-
software acid (HCL) visiting facilities cleaning facility
THANK YOU