Human Resource Management Essay

765 Words Jun 28th, 2014 4 Pages
Tutorial 6 (Chap 7) 1. Explain and illustrate the basic ways in which you can classify selection interviews.

Interviews can be classified according to: (1) degree of structure. This is the extent to which interviews are, or are not, structure with previously designed questions so that each candidate must answer the same things. (2) purpose. Interviews may be designed to accomplish several purposes, including selection, performance appraisal feedback, etc. (3) content. The content of the questions may be situational, job-related, or psychological. (4) the way the interview is administered. Interviews might be conducted by a panel of interviewers, sequentially or all at once, computerized, or personally. 2. Briefly
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4. Similarly, how do you explain the fact that structured interviews, regardless of content, are more valid than unstructured interviews for predicting job performance?

The structured interview helps to keep the interviewer focused on the types of behaviors, traits, or answers that are desired and have been determined to be predictors of job performance. Unstructured interviews allow interviewers to become sidetracked with things like common interests and other items that are not predictors of job success.

5. Briefly discuss and give examples of at least five common interviewing mistakes. What recommendations would you give for avoiding these interviewing mistakes?

Snap Judgments: This is where the interviewer jumps to a conclusion about the candidate during the first few minutes of the interview. Using a structured interview is one way to help avoid this, as well as training of the interviewers.

Negative Emphasis: When an interviewer has received negative information about the candidate, through references or other sources, he or she will almost always view the candidate negatively. The best way to avoid this is to keep references or other information from the interviewer. If possible, have different people do the reference checks and the interviews and not share the information until afterwards. Misunderstanding the Job: When interviewers do not have a good understanding of the job requirements, they do not make good

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