Human Resource

Management
1

ELEVENTH EDITION

GARY DESSLER

Part 2 | Recruitment and Placement

Chapter 7

Interviewing Candidates
2008 Prentice Hall, Inc.
All rights reserved.

PowerPoint Presentation by Charlie Cook

The University of West Alabama

After studying this chapter, you should be able to:

1. List the main types of selection interviews.
2. Explain and illustrate at least six factors that affect the
usefulness of interviews.
3. Explain and illustrate each guideline for being a more
effective interviewer.
4. Effectively interview a job candidate.

2008 Prentice Hall, Inc. All

72

Basic Features of Interviews

Selection
Interviews

Interview
Structure

Interview
Content

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Interview
Administration

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Types of Interviews

Selection Interview

Types of
Interviews

Appraisal Interview

Exit Interview

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Interview Formats

Interview
Formats

Unstructured
or
Nondirective
Interview

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Structured
or
Directive
Interview

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Interview Content
Types of
Questions

Situational
Interview

Behavioral
Interview

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Job-Related
Interview

Stress
Interview

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Administering the Interview

Unstructured
Sequential
Interview
Structured
Sequential
Interview

Web-Assisted
Interviews

Computerized
Interviews

Ways in Which
Interviews Can
Be Conducted

Phone and Video

Interviews

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Panel
Interview

Mass
Interview

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What Can Undermine An Interviews Usefulness?

Nonverbal Behavior
and Impression
Management

First Impressions
(Snap Judgments)

Interviewers
Misunderstanding
of the Job

Factors
Affecting
Interviews

Candidate-Order
(Contrast) Error and
Pressure to Hire

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Applicants Personal
Characteristics

Interviewer
Behavior

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How to Conduct a More Effective Interview

Suggestions
:
1

Structure Your Interview

Prepare for the Interview

Establish Rapport

Ask Questions

Close the Interview

Review the Interview

2008 Prentice Hall, Inc. All

79

KEY TERMS
unstructured or nondirective interview
structured or directive interview
situational interview
behavioral interview
job-related interview
stress interview
unstructured sequential interview
structured sequential interview
panel interview
mass interview
candidate-order error

2008 Prentice Hall, Inc. All

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