IO

• Structured interview


  • The source of the questions is a job analysis (job-related questions)
  • All applicants are asked the same questions
  • There is a standardized scoring key to evaluate each answer
• Unstructured interview


  • Interviewers are free to ask anything they want
  • Not required to have consistency in what they ask of each applicant
  • May assign the number of points at their own discretion
• Types of interviews


  • Structured
  • Unstructured
• One-on-one interviews


  • One interviewer interviewing one applicant
• Serial interviews


  • A series of single interviews
• Return interviews


  • Similar to serial interviews with the difference being a passing of time between the first and subsequent interview
• Panel interviews


  • Multiple interviewers asking questions and evaluating answers of the same applicant at the same time
• Group interviews


  • Multiple applicants answering questions during the same interview
• Interview styles


  • One-on-one
  • Serial
  • Return
  • Panel
  • Group
• Face-to-face interviews


  • Both the interviewer and the applicant are in the same room
  • Allows the participants to use both visual and vocal cues to evaluate information
• Telephone interviews


  • Often used to screen applicants
  • Do not allow the use of visual cues
• Video conference interviews


  • Conducted at remote sites
• Written interviews


  • Applicant answers a series of written questions and then sends the answers back through regular mail or through email
• Interview mediums


  • Face-to-face
  • Telephone
  • Video conference
  • Written
• Problems with Unstructured Interviews


  • Poor Intuitive Ability
  • Lack of Job Relatedness
  • Primacy Effects
  • Interviewee Appearance
  • Nonverbal Cues
• Clarifiers


  Allow the interviewer to clarify information in the resume, cover letter, and application, fill in gaps, and obtain other necessary information
• Disqualifiers


  Questions that must be answered a particular way or the applicant is disqualified
• Skill-level determiners


  Taps an applicants' level of experience
• Past-focused Questions


  Applicants are asked to provide specific examples of how they demonstrated job-related skills in previous jobs
• Future-focused Questions


  Applicants are given a situation and asked how they would handle it
• Organizational Fit


  Questions tap the extent to which an applicant will fit into the culture of an organization or with the leadership style of a particular supervisor
• Types of interview questions


  • Clarifiers
  • Disqualifiers
  • Skill-level determiners
  • Past-focused
  • Future-focused
  • Organizational Fit
• Conducting the Structured Interview


  1. Build rapport

  2. Set the agenda

  3. Ask the interview questions and score each answer

  4. Provide information about the job and organization

  5. Answer applicant's questions

  6. End the interview on a pleasant note
• Interview Training and Practicing Interview


  Can increase an applicant's score on structured interviews
• Interviewee anxiety


  Negatively correlated with interview performance
• Arriving late for the interview


  • Drastically lowers the score
• Researching the company


  • Impresses the interviewer and helps answer common questions
• Dressing neatly and professionally


  • Adjusting style to fit the situation
• Nonverbal behaviors


  • Firm handshake, eye contact, smiling, head-nodding
• Desired verbal behaviors


  • Asking questions, subtly pointing out similarities with interviewer, not asking about salary, not speaking slowly, not hesitating
• Observing the interviewer's office

  • Can help appear similar to the interviewer
• Thanking the interviewer


  • Immediately following the interview
• Tips for successfully surviving the interview process


  • Research the company
  • Dress professionally
  • Use appropriate nonverbal behaviors
  • Use desired verbal behaviors
  • Observe the interviewer's office
  • Thank the interviewer
• Cover letter


  Tells an employer that you are enclosing your resume and would like to apply for a job
• Cover letter length


  • Never longer than one page
• Cover letter structure


  • Salutation, three-four basic paragraphs, closing signature
• Salutation


  • Get the name of the person to whom you want to direct the letter
  • If unsure of the person's name, call the company and ask
  • If the first name leaves doubt about the gender, ask
• Paragraph 1


  • Communicate the name of the job you are applying for, and how you know about the job opening
• Paragraph 2


  • State that you are qualified for the job and provide about three reasons why
• Paragraph 3


  • Explain why you are interested in the particular company