This method is based on verbal feedback of applicants to self-employer questions. (Poirier, 2017) Types of interview : (Poirier, 2017) Validity and Structure in Selection Interviews Type of Interview More structured Biographical More valid for selection Behavioral Competency Situational Less structured Stress Less valid for selection Nondirective
13 Comprehensive Structured Interviews: This procedure includes questions related to many different job aspects such as job knowledge, how to handle work-related situations, how candidates perform simulations about different jobs. Job knowledge questions support an applicant's current level of knowledge evaluation - it relates to other aspects of job performance, namely that it implies tacit knowledge and practical intelligence of candidates in a specific job position. (Hendrick, 2018) - Structured Behavioral Interview: The interviewer needs to ask candidates about standardized coalition questions about how they handled past situations as well as situations they might have encountered at work. In addition, the interviewer can enhance external questions to gain a deeper understanding of situations, candidates' behaviors and final results. Candidate responses are assessed on a specific behavioral scale. (Poirier, 2017) - Oral Interview Boards: During the interview process, candidates must answer verbally all work- related questions asked by the interviewing committee. Each committee member is allowed to evaluate each candidate in terms of work history, motivation, thinking, creativity, presentation, etc. This procedure is subjective and biased. Therefore, this procedure is not suitable for jobs with a large number of candidates. (Poirier, 2017) - Situational Interview: The interviewer will set out different specific work-related situations. Candidates are asked about the actions they will take in that situation. This process is graded in a separate manner developed by job professionals. Work-related situations are often addressed by using critical incident analysis techniques at work. (Poirier, 2017) - Less - Structured Interview: It is a procedure that includes a list of many questions, different questions for different candidates. (Hendrick, 2018) Pros and Cons : Pros (Hendrick, 2018) - The opportunity to recognize the candidate's communication skills, verbal fluency and social skills needed for candidates. - The opportunity for candidates to supplement information. - Good conditions for assessing job knowledge of candidates. - Good conditions to compare candidates with equivalent qualifications. - The supervisor has the opportunity to determine the compatibility between the applicant and the employee. - Applicants are allowed to ask questions - this can reveal additional useful information for employers to make a selection decision.
14 - The opportunity for employers to modify the interview as needed for the purpose of collecting important information.
You've reached the end of your free preview.
Want to read all 55 pages?
- Spring '16