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Long-Distance Interviews

Puzzle Interviews

Multiple Mini-Interviews

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follow-up questions or prompts used by the interviewer to guide the applicant’s descriptions of situations to provide scorable elaboration of answers

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a structured interview in which the applicant is asked to describe what he did in given situation in the past

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a behavioural rating scale consisting of sample answers to each question that is used by the interviewer to evaluate and score the applicant’s answers

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a highly structured interview in which important or decisive situations employees are likely to encounter on the job are described

◦Applicants are asked what they would do in these situations

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a series of interviews where the applicant is interviewed separately by each of two or more interviewers

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an interview conducted by two or more interviewers together at one time

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consists of a standardized set of job-relevant questions; a scoring guide is used

◦Remains popular with employers

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a traditional method of interviewing that involves no constraints on the questions asked

◦No requirements for standardization

◦A subjective assessment of the candidate (feeling or hunch about the candidate)

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typically consists of a series of short (5-15 minute) consecutive interviews

◦Used by recruiters who need to fill several positions quickly and cost effectively

◦Ascertains a candidate’s fit with position requirements

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Applicant Behaviours That Influence Negative Impressions

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Applicant Behaviours That Influence Negative Impressions

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◦Present a poor personal appearance or grooming

◦Display an overly aggressive, know-it-all attitude

◦Fail to communicate clearly

◦Lack career goals or career planning

◦Overemphasize monetary issues

◦Be evasive or do not answer questions completely

◦Show a lack of maturity, tact, courtesy, or social skills

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Follow a set of preplanned questions during the interview

Review the applicant’s file before the interview

Begin with some opening remarks by recruiter to put the applicant at ease

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preliminary interviews designed to fill gaps left on the candidate’s application form or résumé; sometimes serving recruitment as well as selection functions

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Use of office space and equipment

Time spent developing interview questions and scoring guides
Travel time

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Time preparing for the interview (supervisor/managers)

Actual interviewing time

Time spent by clerical staff on interview-related tasks

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Provide an opportunity to see if there is a suitable fit

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Used in the termination of employees

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Provide the applicant a chance to ask questions about the job and organization

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Best suited to the assessment of noncognitive attributes.

Provide an opportunity to see if there is a suitable fit

oUsed to determine who is best qualified

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Employ standard questions during the interview process

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Used to explore and expand information from the résumé/application form

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Used at the beginning or end of the selection process

Panel interviews include the HR professional

Used to sell the job to the applicant