Chapter 4 - Human Resource Planning, Recruitment, and Selection

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Unformatted text preview: d questions, situational questions, BDI questions Telephone Interview • Doing more interviews today than in past o Need to make better hire decision than in past • Poor decision can be very costly • Use telephone interview as first interview in the screening process • Can be conducted by someone from the company or using software Internet- Based Interview • Some companies assess online using the GMA (general mental ability) tool or personality profiles • Sometimes asked multiple- choice questions tailored to job o Answers compared with ideal profile • Using computer- based technology can assist in filtering out unqualified candidates • Computer interview conducted in conjunction with online tests can measure everything from contradictory responses to time delays related to answering to the applicants’ keyboarding skills • Applicants may be less likely to engage in “impression management” in computerized interviews o Initial stages of interview process Types of Interview Questions • Questions must be stated in such a way that the same questions are asked of each applicant • Can be very specific to get specific answers (structured) or less structured where very broad and open- ended questions are asked Structured Questions • Companies look at interview process as an investment o Create structured questions to determine if person has competencies to do the work • Structured question is based on job requirements and an established set of answers against which applicant responses can be rated • • o Provide more consistent basis for evaluating job candidates o More likely to provide type of info needed for making sound decisions o Help reduce possibility of legal charges of discrimination Behavioural description interview (BDI) – question about what a person actually did in a given situation o Focuses on real work incidents, not hypothetical situations o Leading type of interview question being used o Past performance is best predictor of future performance o Questions can produce a variety of responses ! Interviewer clarifies or asks more questions o Used more because: ! Questions based on job requirements directly related to skills necessary ! Answers are more easily rated against established criteria ! Minimizes bias on the part of interviewers Situational questions – question in which applicant is given a hypothetical incident and asked how he or she would respond to it o Response evaluated relative to pre- established benchmark standards o Organizations using to select new college graduates Unstructured Questions • Broad and open- ended and allows candidate to talk freely with little interruption from the interviewer • Applicant allowed great deal of latitude in guiding the discussions • Generally, nondirective interviewer listens carefully and does not argue, interrupt, or change the subject abruptly o Also uses follow- up questions to allow applicant to elaborate o Allows pause in conversation – most difficult for beginning interviewer to master • Some believe interview that is more conversational can provide better insight into who the person is Which Type of Questions to Use? •...
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This document was uploaded on 03/28/2014 for the course MOS 1021B at UWO.

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