Human Resource

Management
TWELFTH EDITION

GARY DESSLER
BIJU VARKKEY
Part 2 | Recruitment and Placement

Chapter 7

Interviewing Candidates

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

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.
5. Describe a structured situational interview.
6. List the steps in a streamlined interview process.
7. List the guidelines for interviewees.
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e

72

Basic Features of Interviews

Selection
Interviews

Interview
Structure

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Interview
Content

Interview
Administration

73

Types of Interviews

Selection Interview

Types of
Interviews

Appraisal Interview

Exit Interview

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

74

Interview Formats

Interview
Formats

Unstructured
or
Nondirective
Interview

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Structured
or
Directive
Interview

75

FIGURE 71
Officer
Programs
Applicant
Interview
Form

Source: Adapted from

http://www.uscg.mil/jobs/dc/DCPr
ograms/OProgramForms/PDFS/D
CA/Interview%20CG-5527.pdf.
Accessed May 9, 2007.

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

76

FIGURE 71
Officer
Programs
Applicant
Interview
Form
(continued)

Source: Adapted from

http://www.uscg.mil/jobs/dc/DCPr
ograms/OProgramForms/PDFS/D
CA/Interview%20CG-5527.pdf.
Accessed May 9, 2007.

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

77

Interview Content
Types of
Questions

Situational
Interview

Behavioral
Interview

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Job-Related
Interview

Stress
Interview

78

Administering the Interview

Unstructured
Sequential
Interview
Structured
Sequential
Interview

Web-Assisted
Interviews

Computerized
Interviews

Phone and Video

Interviews

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Ways in Which
Interviews Can
Be Conducted

Panel
Interview

Mass
Interview

79

What Can Undermine An Interviews Usefulness?

Nonverbal Behavior
and Impression
Management

First Impressions
(Snap Judgments)

Interviewers
Misunderstanding
of the Job

Candidate-Order
(Contrast) Error and
Pressure to Hire

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Factors
Affecting
Interviews

Applicants Personal
Characteristics

Interviewer
Behavior

710

Designing and Conducting An Effective

Interview
The Structured Situational Interview
Use either situational questions or behavioral

questions that yield high criteria-related validities.

Step 1: Job Analysis
Step 2: Rate the Jobs Main Duties
Step 3: Create Interview Questions
Step 4: Create Benchmark Answers
Step 5: Appoint the Interview Panel and Conduct
Interviews
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e

711

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

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

712

Effective Interviews
Structure the Interview:
1. Use job knowledge, situational or behavioral questions, and

objective criteria to evaluate interviewees responses.

2. Base questions on actual job duties.
3. Train interviewers.
4. Use the same questions with all candidates.
5. Use descriptive rating scales (excellent, fair, poor) to rate

answers.
6. Use multiple interviewers or panel interviews.
7. If possible, use a standardized interview form.
8. Take control of the interview.
9. Take brief, unobtrusive notes during the interview.
10. Close the interview positively and review it soon.

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

713

FIGURE 72

Examples of Questions That Provide Structure

Situational Questions
1. Suppose a co-worker was not following standard work procedures. The co-worker was more
experienced than you and claimed the new procedure was better. Would you use the new
procedure?
2. Suppose you were giving a sales presentation and a difficult technical question arose that
you could not answer. What would you do?

Past Behavior Questions

3. Based on your past work experience, what is the most significant action you have ever
taken to help out a co-worker?
4. Can you provide an example of a specific instance where you developed a sales
presentation that was highly effective?

Background Questions
5. What work experiences, training, or other qualifications do you have for working in a
teamwork environment?
6. What experience have you had with direct point-of-purchase sales?

Job Knowledge Questions

7. What steps would you follow to conduct a brainstorming session with a group of employees
on safety?
8. What factors should you consider when developing a television advertising campaign?
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Source: Michael Campion, David

Palmer, and James Campion, A
Review of Structure in the Selection
Interview, Personnel Psychology
(1997), p. 668.

714

FIGURE 73
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10.
11.
12.
13.
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Suggested Supplementary Questions for Interviewing Applicants

How and why did you choose this line of work?

What did you enjoy most about your last job?
What did you like least about your last job?
What has been your greatest frustration or disappointment on your present job? Why?
What are some of the pluses and minuses of your last job?
What were the circumstances surrounding your leaving your last job?
Did you give notice?
Why should we be hiring you?
What do you expect from this employer?
What are three things you will not do in your next job?
What would your last supervisor say your three weaknesses are?
What are your major strengths?
How can your supervisor best help you obtain your goals?
How did your supervisor rate your job performance?
In what ways would you change your last supervisor?
What are your career goals during the next 13 years? 510 years?
How will working for this company help you reach those goals?
What did you do the last time you received instructions with which you disagreed?
What are some things about which you and your supervisor disagreed? What did you do?
Which do you prefer, working alone or working with groups?
What motivated you to do better at your last job?
Do you consider your progress in that job representative of your ability? Why?
Do you have any questions about the duties of the job for which you have applied?
Can you perform the essential functions of the job for which you have applied?

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

Source: Reprinted from www.HR.BLR.com with permission of the publisher Business and
Legal Reports, Inc. 141 Mill Rock Road East, Old Saybrook, CT 2004.

715

FIGURE 74
Interview
Evaluation
Form

Source: Reprinted from www.HR.BLR.com

with permission of the publisher Business
and Legal Reports Inc. 141 Mill Rock Road
East, Old Saybrook, CT 2004.

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

716

FIGURE 75

Interview Questions to Ask

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

717

FIGURE 7A1
Structured
Interview Guide

Source: Copyright 1992.

The Dartnell Corporation,
Chicago, IL. Adapted with
permission.

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

718

FIGURE 7A1
Structured
Interview Guide
(continued)

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

719

FIGURE 7A1
Structured
Interview Guide
(continued)

Copyright 2011 Dorling Kindersley (India) Pvt. Ltd

Authorized adaptation from the United States edition of Human
Resource Management, 12/e

720

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
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e

721