Selection Interview

YOUSAF SALEEM
HASEEB AHMAD
ATIF QURESHI

December 5, 2015

Interview designed to identify information on a

candidate and clarify information from other
sources.

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Types of Interviews
Structured
Less/Semi
Structured
Unstructured

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Breakdown

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Structured
Interviews
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Structured Interviews
Uses a set of standardized questions asked of all job
applicants
Useful for initial screening and comparisons
Obtains consistent information needed for selection decision
More reliable and valid than other interview formats
Meets EEO guidelines for the selection process
Easy to analyze, easy to replicate
Only interviewer will steer interview

December 5, 2015

Structured Interviews (contd)

Behavioral interview
Applicants 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 interview
Applicants are asked how they would respond to a specific job
situation related to the content of the job they are seeking.

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Developing Structural Interview

Tell me about a time
coworker, or client
Tell me about a time
Tell me about a time
Tell me about a time

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you had a major conflict with a manager,

you missed a major deadline
you failed to meet customer expectations
you lost a valued employee

Behavioral Interviewing
Traditional Interviews

Behavioral Interviews

How would you behave in How did you behave in a

a particular situation.
particular situation?

December 5, 2015

Hypothetical

Actual

The interviewer will allow

for theories and
generalizations.

The interviewer will want

details.

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

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Less/SemiStructured
Interviews
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Less/Semi-Structured Interviews
Fixed list of questions, each of which is followed by
conversation and follow-ups as appropriate.
Some rich data, some unanticipated
Surprises are possible
Some of the data is easy to analyze and to replicate

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Less/Semi-Structured Interviews
(Contd)
Nondirective Interview
Applicants 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 Interviews
An 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 job
Use open-ended questions
Avoid asking leading questions
Follow the flow of the discussion
Listen actively
Avoid passing opinions or judgments

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Developing Stress Interview

Asking more than one questions at a time
Further questions without being allowed adequate time to
respond
Questioning in an interrogatory tone and voice
Unrelated bunch of questions
Having interviewee feelings provoked

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Unstructured
Interviews
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Unstructured Interviews
Uses a set of standardized questions asked of all job
applicants
No list of questions, but you still need an agenda, checklist, to
ensure everything is covered
Both you and interviewee can steer a conversation
Lots of rich data, unanticipated, affords emergence of
surprises
Hard to analyze, cant replicate

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Questions?
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Thank You
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