dessler_ch7 - PARTTWORECRUITMENTANDPLACEMENT CHAPTER TSeven...

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PART TWO                                                                RECRUITMENT AND PLACEMENT C H A P T E R   S e v e n Interviewing Candidates 7 Lecture Outline Strategic Overview Basic Features of Interviews Types of Interviews Administering the Interview Are Interviews Useful? What Can Undermine an Interview’s Usefulness? First Impressions Misunderstanding the Job Candidate-Order (Contrast) Error and Pressure  to Hire Nonverbal Behavior  Impression Management Effect of Personal Characteristics: Attractiveness,  Gender, Race Interviewer Behavior Designing and Conducting the Effective Interview The Structured Situational Interview How to Conduct a More Effective Interview Appendix Guidelines for interviewees In Brief: This chapter gives an overview of types of interviews and their features. It discusses common mistakes in interviewing, and outlines effective interviewing techniques from the views of both interviewer and interviewee. Interesting Issues: While structured interviews have been shown to be more valid than non-structured ones, some managers tend to resist structured interviews in favor of trusting their own skills as an interviewer. 98
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ANNOTATED OUTLINE I. Basic Features of Interviews A. Types of Interviews include: appraisal interviews, exit interviews, and selection interviews. This chapter focuses on selection interviews. 1. Structured vs. Unstructured Interviews – Unstructured or nondirective interviews generally have no set format. Structured or directive interviews generally identify questions and all applicants are asked the same questions. Sometimes acceptable responses are specified in advance and the responses are rated for appropriateness of content. Examples of structured interview guides are provided in Figure 7-1. Know Your Employment Law: Interviewing Candidates This feature emphasizes that employment interviewers must exercise caution in which questions they ask, lest they expose their companies to accusations of discriminatory treatment. Questions regarding an applicant’s race, color, religion, sex, age, national origin, or disability trigger red flags. 2. Interview Content: Types of Questions – Interviews can be classified according to the nature or content of their questions, such as situational interviews, job-related interviews, behavioral interviews, and stress interviews. Puzzle questions are also popular today, and are used to see how candidates think under pressure. B. Administering the Interview 1. In-person Interviews – tend to be one-on-one where two people meet alone and one interviews the other by seeking oral responses to oral inquiries. Frequently, candidates are interviewed by several persons sequentially. 2.
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This note was uploaded on 07/17/2011 for the course MBA 522 taught by Professor None during the Spring '11 term at Missouri (Mizzou).

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dessler_ch7 - PARTTWORECRUITMENTANDPLACEMENT CHAPTER TSeven...

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