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Copy of Learn Prezi Fast
Transcript of Copy of Learn Prezi Fast
Know types of interviews
you will be conducting
Organizations conduct short prescreening interviews to long in-depth interviews. Here, in our organization, we will be focusing on the following:
To conduct a successful selection interview, a range of skills and abilities are required. Review all 8 steps necessary to be successful.
Content: SHRM Learning System 2012.
Behavioral vs. Situational Interview
In this type of interview, the interviewer focuses on how the applicant previously handled situations. This is based on real experience of the interviewee. The interviewer can ask pointed questions to determine job competencies (the knowledge, skills and abilities) necessary for the job.
: In this type of interview, the interviewer asks questions designed to elicit stories and examples that demonstrate the applicant's skills and qualifications for the position. The intent is similar to that of a behavioral interview in trying to predict future behavior.
: Forming generalized opinions about how people of a given gender, religion, or race appear, think, act, feel, or respond.
First Impression Error
: Interviewer makes snap judgement and let's his or her first impression (positive or negative) cloud the entire interview.
Inconsistency in Questioning
: Asking different questions of different candidates.
Rejecting a candidate on the basis of a small amount of negative information.
: Failure to recognize responses of a candidate that are socially acceptable than factual.
Do's & Don'ts of Interview
Interview Skills & Techniques
Our organization uses both techniques during the selection interview process.
"Interviewer must take precautions to ensure that their preconceptions don't overly color their judgement" - SHRM
: The interviewer allows one strong point that he or she values highly to overshadow all other information.
: The interviewer judging the potential candidate favorably in all areas on the basis of one trait.
: Undue emphasis is placed on nonverbal cues are unrelated to job performance.
: Strong candidate who interview after a weak ones may appear even more qualified than they actually are because of the contrast.
: Picking candidates based on personal characteristics that they share with the interviewer rather than job-related criteria.
Gender and Family Issues
National Origin or Ancestry
Do's & Don'ts of Interview Questions
Do: If applicant has relatives already employed by the organization.
Don't: Number of children/child-care arrangements; Marital status; Spouse’s occupation; Health-care coverage through spouse; Maiden name (of married women)
Do: No questions may be asked
Don't: Applicant’s race or color of skin; Photo to be affixed to application form
Do: Whether applicant is able to work on the days/times required by the job
Don't: Religious affiliation; Religious holidays observed
Do: Whether applicant has a legal right to be employed in the U.S.; Ability to speak/write English fluently (if job-related); Other languages spoken (if job-related)
Don't: Ethnic association of surname; Birthplace of applicant/applicant’s parents; Nationality, lineage, national origin; Nationality of applicant’s spouse; Whether applicant is citizen of another country; Applicant’s native tongue
Do: If applicant is over age 18; If applicant is over age 21 if job-related (e.g., a bartender)
Don't: Date of birth; Date of high-school graduation; Age
How not to Start an Interview
How to Conduct a Good Interview
: Whether applicant can perform essential job-related functions, with or without reasonable accommodation.
Content: SHRM Learning System 2012
State civic rights agencies and the EEOC also published lists of acceptable and illegal questions.
This refresher course will help you to prepare as an interviewer. The job aid will serve you as a guideline and walk you through the selection interview process: how to prepare as an interviewer; how to frame questions appropriately; what not to ask an interviewee.
Avoid Interviewer Biases