Escolar Documentos
Profissional Documentos
Cultura Documentos
TYPES OF INTERVIEWS
I. Structured versus unstructured interview
• In unstructured or nondirective interview- the manager
generally follows no set format. The lack of structure
allows the interviewer to ask follow-up questions and
pursue point of interest as they develop. This type of
interview can be described as little more than a general
conversation.
• In structured or directive interviews, the employer
specifies the questions ahead of time, and may also list
and rate possible answers for appropriateness.
Some experts restrict the term “structured interview” to
those interviews based on carefully selected job-oriented questions with
predetermined answers that interviewers ask of all applicants.
• Computerized interviews
• A computerized selection interview is one in which a job candidate’s oral
and/or computerized replies are obtained in response to computerized
oral, visual or written questions and/or situations. Most computerized
interviews present the applicant with a series of questions regarding his
or her background, experience, education skills, knowledge and work
attitudes that relate to the job for which the person has applied. Some
computerized interviews also confront candidates with realistic
scenarios to which they must respond. Questions on a computerized
interview come in rapid sequence and require the applicant to
concentrate.
• Web-assisted interviews-
4. Interviews differ according to their objectives. Some of
the different objectives are
D5 Interviewer
prediction can serve
interviewer as input to the
D6 statistical model
Interviewers
D7 Human prediction of
predictor success
D8
Data which are model
Validity of those
completely unique D predictors truly unique
to the interview 9 to the interview
process
process D
10
D
11
Personnel selection procedures often utilize the first type of data in a formal
prediction model, such as the multiple regression model or profile model.
Interview information is always channeled through the interviewer, and it is
the job of the interviewer to weigh the informational cues according to
his best judgment and arrive at a decision about the applicant.
Therefore, when one attempts to evaluate the effectiveness of the
interview, one tends to evaluate the ability of the interviewer to collect
relevant information and combine it in the most accurate fashion. That
is, one tends to evaluate the interviewer’s ability to act as a statistical
prediction equation instead of evaluating the interview per se.
Symonds (1939) has listed a series of factors which he believes can influence the
quality and quantity of the data collected in the interview.
• Factors inherent in the applicant – age, intelligence, sex, race, socioeconomic
level, language ability, emotional need, emotional security, applicant’s attitude
toward interviewer, applicant’s previous acquaintance with interviews, purpose of
applicant in coming to the interview
• Factors inherent in the interviewer – age, sex, intelligence, race,
socioeconomic level, position or authority with reference to the applicant,
personality (social warmth, sympathy, out-goingness, human interest, vitality),
social outlook, psychological understanding (his ability to sense or feel the
purposes, needs, or drives of the applicant), previous acquaintance with the
applicant, interest of the interviewer to applicant (degree to which interviewer
enjoys the conversation of the interviewer.
• Factors in the general situation where the interview is conducted – place,
time, persons present, first second or subsequent interview, experiences of
applicant directly preceding interview, emergency character of interview,
directions given applicant preceding the interview, voluntary versus nonvoluntary
nature of interview.
• Factors in the form and content of the interview – content of questions, form
of questions, interpretation, suggestion or other reactions of interviewer.
APPLICANT’S INTERVIEWER’S
SELF- SELF- PERCEPTION
PERCEPTION BEHAVIOR OF
INTERVIEWER
APPLICANT INTERVIEWER
BEHAVIOR OF
APPLICANT