Selection InterviewYOUSAF SALEEMHASEEB AHMADATIF QURESHI**

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Interview designed to identify information on a candidate and clarify information from other sources.**

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Types of InterviewsStructuredLess/Semi StructuredUnstructured **

**Breakdown

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Structured Interviews**

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Structured InterviewsUses a set of standardized questions asked of all job applicantsUseful for initial screening and comparisonsObtains consistent information needed for selection decisionMore reliable and valid than other interview formatsMeets EEO guidelines for the selection processEasy to analyze, easy to replicateOnly interviewer will steer interview**

Structured Interviews (contd)Behavioral interviewApplicants are asked to give specific examples of how they have performed a certain task or handled a problem in the past.Helps discover applicants suitability for current jobs based on past behaviors.Assumes that applicants have had experience related to the problem.Situational interviewApplicants are asked how they would respond to a specific job situation related to the content of the job they are seeking.**

Developing Structural Interview**Tell me about a time you had a major conflict with a manager, coworker, or clientTell me about a time you missed a major deadlineTell me about a time you failed to meet customer expectationsTell me about a time you lost a valued employee

Behavioral InterviewingTraditional InterviewsHow would you behave in a particular situation.HypotheticalThe interviewer will allow for theories and generalizations.Behavioral InterviewsHow did you behave in a particular situation?ActualThe interviewer will want details.**

Developing Behavioral Interview**How did you handle a situation in which there were no rules or guidelines onemployee discipline?Why did you choose that approach?How did your supervisor react?How was the issue finally resolved?

Less/Semi-Structured Interviews**

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Less/Semi-Structured InterviewsFixed list of questions, each of which is followed by conversation and follow-ups as appropriate.Some rich data, some unanticipatedSurprises are possibleSome of the data is easy to analyze and to replicate**

Less/Semi-Structured Interviews (Contd)Nondirective InterviewApplicants are queried using questions that are developed from the answers to previous questions.Possibility of not obtaining needed information.Information obtained may not be not job-related or comparable to that obtained from other applicants.Stress InterviewsAn interview designed to create anxiety and put pressure on an applicant to see how the person responds.

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Developing Non-Directive Interview**Start with a topic which may not be relevant to jobUse open-ended questionsAvoid asking leading questionsFollow the flow of the discussionListen activelyAvoid passing opinions or judgments

Developing Stress Interview**Asking more than one questions at a timeFurther questions without being allowed adequate time to respondQuestioning in an interrogatory tone and voiceUnrelated bunch of questionsHaving interviewee feelings provoked

Unstructured Interviews**

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Unstructured InterviewsUses a set of standardized questions asked of all job applicantsNo list of questions, but you still need an agenda, checklist, to ensure everything is coveredBoth you and interviewee can steer a conversationLots of rich data, unanticipated, affords emergence of surprisesHard to analyze, cant replicate**

Questions?**

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Thank You**

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