selection interviews

8/4/2019 Selection Interviews

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SELECTION INTERVIEW

Presented by:Aashdeep KaurAntriksh Verma


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Selection


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Selection Process


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Pre Interview Phase


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Interview Phase


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Post Interview Phase


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Characteristics of Effective SelectionDevices

Effective Selection techniques have fourcharacteristics:

Reliability Validity Cost efficiency Legally defensible


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Reliability

Reliability is the extent to which a score from a selectionmeasure is stable and free from error.

Test reliability is determined in 4 ways: Test Retest reliability Alternate-forms reliability Internal reliability Scorer reliability


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Validity

Validity is the degree to which inferences fromscores on tests or assessments are justified by theevidence.

A reliable test doesnt mean it is valid but inverse

is true

Determining Validity of Test There are five common strategies to investigate th

validity of scores of test: Content validity Criterion validity Construct validity Face validity

Known group validity


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Who Conducts Interviews?

Video

Interviewing

Individuals PanelInterviews

Team

Interviews

Interviews


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Structured Interviews

Predetermined script and protocol Interviews in a proper format Asked through information gathered

from job analysis information


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Unstructured Interviews

No predetermined script or protocol Any thing related or not related to

the job

No prescribed format


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Behavioral Description Interviews (BDI)

Ask participants to relate actualincidents from their past relevantwork experience to the job they areapplying for.

Think about you past job and tellus a time where you havecommitted a mistake?

What was your response to themistake? What was the nature of the

mistake?


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Situational Interviews

Encourage applicants to respond tohypothetical situations they mayencounter on the job for which they

applied. What if you are in a situation that to

achieve your sales target the whole sellerare asking for high commission instead of

company policy? What will you do under these

circumstances?


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Problems/Error in the Interview

HALO EFFECT

Occurs when an interviewer allows a prominent characteristic toovershadow other evidence.

Devils horns (a reverse halo effect), such as inappropriate dressor a low grade point average, may affect an interviewer as well.

BIASES

Interviewers tend to favor or select people whom they perceiveto be similar to themselves.

This similarity can be in age, race, sex, previous workexperiences, personal background, or other factors.


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LEADING QUESTION

You do like to talk to people, dont you? Do you think you will like this work? Do you agree that profits are necessary?

INTERVIEWER DOMINATION

Interviewer who use the interview telling the applicant about hissuccess , spending entire interview telling about company plan orbenefits.


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Conducting Effective Interviews

Interviewers should be carefullyselected and trained properly

Preparation of Interview Plan Break ice-Put interviewer at ease Listen Carefully Record the facts immediately after

interviews Evaluate effectiveness of interviewing

process


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Background Investigation

Four Goals of Background Screening:

Demonstrates due diligence in hiring Provides factual information about candidates Discourages applicants who have something to hide Encourages applicants to be honest on application forms

and in interviews


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Thank You

selection interviews

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