Interviewing Prospective Employees

Interviewing Prospective Employees - -> two people meet...

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Interviewing Prospective Employees An interview is a procedure designed to solicit information from a person’s oral responses to oral inquires A selection interview is a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquires Type of Selection Interviews In a Structured or Directive Interview , questions and perhaps even acceptable responses are specified in advance, and the responses may be rated for appropriateness of content In Situational Interviews, questions focus on the candidate’s ability to project what his or her behavior would be in a given situation A Behavioral Interview is another type of interview where you ask interviewees how they behaved in the past in some situation We can also classify interview based on how we administer them Most interviews are One-on-One
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Unformatted text preview: -> two people meet alone, and one interviews the other by seeking responses to oral inquires In a Sequential Interview-> several people interview the applicant in sequence before making a hiring decision In a Panel Interview-> the candidate is interviews simultaneously by a group (or panel) of interviewers, rather than sequentially How Useful Are Interviews The key is that the interview’s usefulness depends on how you administer it Situational Interviews yield a higher mean (average) validity than do behavioral interviews Structured Interviews are more valid than unstructured interviews for predicting job performance Both when they are structured and when they are unstructured, Individual Interviews tend to be more valid than are panel interviews, in which multiple interviewers provide ratings in one setting...
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This document was uploaded on 11/02/2011 for the course MGT 4373 at Texas State.

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Interviewing Prospective Employees - -> two people meet...

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