The informational interview is for candidates who want to acquire information

The informational interview is for candidates who

This preview shows page 18 - 20 out of 20 pages.

The informational interview is for candidates who want to acquire information on the job of interest from experts merely to establish knowledge. g120The meandering style interview usually occurs when interviewer is inexperienced and constrained by time and lack of resources. Candidate may be compelled to lead the discussion. g120The behavioural interview is an increasingly popular type of interview. CandidateÊs previous behaviour is used to indicate their future performance. g120The group interview puts candidates in a group and they are interviewed simultaneously. It provides the company good input on candidatesÊ leadership potential and style. g561Audition interview Behavioural interviewing Directive or structured style interview Group interview Informal interview Meandering style interview Multiple interviews Screening interview Serial interviews Stress interview Structured/Patterned interview Situational interview Successful interviewing Tag team interview Targeted interview Unstructured interview Video Interview Questioning techniques
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g88TOPIC 4 INTERVIEWING 110 Your class are required to discuss the following questions related with the organisation that you choose to work for. 1. What are the company's strengths and weaknesses compared to its competition? 2. How important does upper management consider the function of this department/position? 3. What is the organisation's plan for the next five years, and how does this department fit in? 4. Could you explain your organisational structure? 5. How will my leadership responsibilities and performance be measured? By whom? 6. What are the day-to-day responsibilities of this job? 7. Could you describe your company's management style and the type of employee who fits well with it? 8. What are some of the skills and abilities necessary for someone to succeed in this job? 9. What is the company's policy on providing seminars, workshops and training so employees can keep up their skills or acquire new ones? 10. What kind of work can I expect to be doing in the first year? 11. What percentage of routine, detailed work will I encounter? 12. How much opportunity is there to see the end result of my efforts? 13.Who will review my performance? How often? (1987). InterviewerÊs moods and reactions to job applicants: The influence of affective states on applied social judgements . Journal of Applied Social Psychology , 17 , 911-920. Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview . Personnel Psychology , 50 , 655-702.
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TOPIC 4 INTERVIEWING g87 111 Campion, M. A., Pursell, E. D., & Brown, B. K. (1988). Structured interviewing: Raising the psychometric properties of the employment interview. Personnel Psychology , 41 , 25-42. Cole, J. C., & Dragman, R. (1985). Guidelines for improving employer effectiveness in interviewing disabled applicants . Journal of Rehabilitation , 51 , 46-81. Dessler, G. (1997). Human resource management (7th ed.). Upper Saddle River , New Jersey: Prentice Hall. Dipboye, R. L., Fontenelle, G. A., & Garner, K. (1984). Effects of previewing the application on interview process and outcomes. Journal of Applied Psychology , 69, 118-128.
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