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Selection in HRM - Interview Final

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17 views17 pages

Selection in HRM - Interview Final

Uploaded by

nahv_08
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Chapter 5

SELECTION INTERVIEW
By:
SELECTION INTERVIEW
 one of the most widely used means of collecting
necessary information about applicants
 provides an opportunity for the employer to have a
face–to–face interaction with the candidate
 used for gathering information that has not been
collected through other selection tools
OBJECTIVES
 fills the information gap in the
personnel selection process
 enables an organization to
establish a direct and personal
contact with the applicant
 facilitates a two-way
communication process
 provides a platform for the
organization to create goodwill
in the labour market
KINDS OF INTERVIEW

Computerized Structured
Interview Interview

Selection
Panel Interview Unstructured
Interview Interview

Stress In-depth
Interview Interview
Selection
Interview

 also called directive or patterned


interview
Structure
 the interviewer predetermines the d
questions to be asked Interview
 ensures uniformity in the interview
process and facilitates easy
comparisons among the candidates

 better reliability and validity


Selection
Interview

 known as non-directive or free


Unstructure interview
d  the interviewer does not pre-plan
Interview the questions to be asked and
decides on the questions as the
interview proceeds
 to allow a free discussion on any
topic as it emerges
 usually suffers from lack of
uniformity and objectivity
Selection
Interview

 To discuss the information


concerning the candidate in In-depth
detail
Intervie
 to ensure that no information w
vital to decision making is
missed out

 more appropriate for executive


cadres
Selection
Interview

 purpose is to put the candidate in an


Stress uncomfortable situation to see his/her
ability to handle stress
Intervie
w  to identify the sensitive candidates
who have low-stress tolerance

 the success of a stress interview


depends upon the skilful handling of
the situation by the experienced
interviewers
Selection
Interview

 the applicant is interviewed by


more than one interviewer Panel
Intervie
 interviewers are from different
fields and asks questions from w
their respective fields and
award marks.

 normally comprehensive in
nature and more reliable
Selection
Interview

 the applicant is asked


computerized oral questions
and his oral or computerized
Computerized
Interview replies are recorded

 often used as preliminary


interviews
STRATEGY FOR AN EFFECTIVE INTERVIEW
Becoming Familiar with the Information Available Getting Ready with an Interview Plan Creating a Supportive Environment

1 2 3

Conducting the Interview Ending the Interview Reviewing the Performance

4 5 6
WEAKNESSES OF THE INTERVIEW METHOD

Lack of Halo
Objectivity Effect
Inadequa Lack of
cy of Time Uniformity
REFERENCE CHECKS
 to cross-check the
information provided by the
candidates in the different
stages of selection process

 persons known to the


candidates are normally cited
as referees

 not an effective selection tool


as the referee’s reports here
are hardly objective and
productive
PHYSICAL EXAMINATION

 the penultimate stage in


the selection process

 Aims to ensure that the


selected candidate meets
the physical
requirements of the job
JOB OFFER

 last step in the process


of selection

 issued to the candidates


who have been
successful at the end of
selection process
JOB OFFER

Factors affecting Decision

• Alternative job opportunities


• Job attraction
• Positive features of the company
• Recruitment activities
Chapter 6
Orientation, Socialization and Placement

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