HR - ProFile 3 UNIT 10 Human resources INTERVIEWING TYPES...

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Unformatted text preview: ProFile 3 UNIT 10 Human resources INTERVIEWING TYPES The most-used method of choosing a candidate for a job is the one-to-one or the panel interview. However, the table below describes different interview types and their pluses and minuses. interview type format advantages disadvantages one to one candidate is interviewed face-to-face by one interviewer easy to organize. Appropriate if candidate is interviewed by future boss very subjective – all depends on the assessment of one person. All or nothing – can be unfair panel candidate answers questions in front of an interview panel interview panel hears the answers to the same questions. Usually able to interview several candidates during a morning or afternoon. Easy to compare a number of different candidates can be highly intimidating for the candidate. Difficult for the candidate to relax serial candidate undergoes a series of one-to-one interviews. Usually in interviewer’s office. Interviewers then meet to share their impressions gives the candidate a feel for the organization and different personalities. Candidate more relaxed and open complicated to organize. Interviewers may have very different perceptions group / task-based a group of candidates is given a task to complete. The interviewers observe the task and make notes about the candidates’ performance provides a guide to people’s interpersonal skills, decision-making style and leadership potential. More revealing of character than a more traditional interview an artificial situation. People are aware of observation. Candidates may attempt to dominate – or be afraid of seeming too dominant STRUCTURE TABOO QUESTIONS Some interviewers prefer to use the same questions for different candidates: clearly, this is a way of being fairer or more objective. Other interviewers favour a less structured approach, and treat the interview as a conversation which may take some interesting avenues. A sensible approach is probably to have a certain number of questions which remain the same. This would permit a certain flexibility, which could give important insights into the different candidates. In many countries it is illegal to ask questions which touch too much on a candidate’s private life. Questions relating to personal circumstances (marriage status) or religion would be prohibited. See the ProFile Student’s site: www.oup.com/elt/profile EXIT INTERVIEWS Exit interviews are used when someone leaves a company. For organizations which are worried about retaining their staff, an exit interview can provide a useful insight into problem areas. Although once it has reached this stage, it is too late to prevent the person leaving. Photocopiable © Oxford University Press ...
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This note was uploaded on 12/12/2010 for the course RBS BCN taught by Professor Dekoe during the Spring '10 term at Rotterdam Business School.

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