Selection Interview

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Selection Interview
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Type

• Unstructured- Nondirective interview
• questions are asked as they come to mind
• no set format
• may be a good measure of fit
• Structured
• questions and answers specified in advance
• more valid
• generally more valid
• lack flexibility

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Purpose

• Selection Interview
• Stress Interview - to identify sensitive
  applicants or those with high/low stress levels
• Appraisal
• Exit

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Content

• Situational- hypothetical behaviors
• Job-Related- past behaviors
• Job Knowledge
• Worker-Requirements
• Psychological - assess personality traits

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Interviewers

• Individual -One on One
• Single or serial
• Panel
• Interviewed simultaneously by a panel/group

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Which Is Best

• Structured more valid that unstructured
• Situational more valid than job
  related/behavioral
• Individual interviews more valid than panel

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Common Interviewing Mistakes

• Snap Judgements
• Negative Emphasis
• Poor Knowledge of the Job- Stereotyping
• Pressure to Hire
• Candidate Order- Contrast Effect
• Nonverbal Behavior
• Telegraphing
• Too much/Too little talking
• Being the DA or Psychologist

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How to Improve the Interview

• Restrict use of interview to KSAs interviewer can
  assess most effectively-oral communication,
  interpersonal relations
• Increase Structure
• Multiple interviews and interviewers
• Ask job related questions
• Formal scoring format
• Train interviewers to accurately receive and
  evaluate information