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SELECTION INTERVIEW

Presented by: Aashdeep Kaur Antriksh Verma

Selecti on

Selection Process

Pre Interview Phase

Interview Phase

Post Interview Phase

Characteristics of Effective Selection Devices Effective Selection techniques have four characteristics:

Reliability Validity Cost efficiency Legally defensible

Reliability

Reliability is the extent to which a score from a selection measure is stable and free from error. Test reliability is determined in 4 ways: Test Retest reliability Alternate-forms reliability Internal reliability Scorer reliability

Validity

Validity is the degree to which inferences from scores on tests or assessments are justified by the evidence. 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

Who Conducts Interviews?

Individuals

Panel Interviews Interviews

Video Interviewing

Team Interviews

Structured Interviews

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

Unstructured Interviews

No predetermined script or protocol Any thing related or not related to the job No prescribed format

Behavioral Description Interviews (BDI)

Ask participants to relate actual incidents from their past relevant work experience to the job they are applying for. Think about you past job and tell us a time where you have committed a mistake? What was your response to the mistake? What was the nature of the mistake?

Situational Interviews

Encourage applicants to respond to hypothetical situations they may encounter on the job for which they applied. What if you are in a situation that to achieve your sales target the whole seller are asking for high commission instead of company policy? What will you do under these circumstances?

Problems/Error in the Interview

HALO EFFECT

Occurs when an interviewer allows a prominent characteristic to overshadow other evidence. Devils horns (a reverse halo effect), such as inappropriate dress or a low grade point average, may affect an interviewer as well.

BIASES

Interviewers tend to favor or select people whom they perceive to be similar to themselves. This similarity can be in age, race, sex, previous work experiences, personal background, or other factors.

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 his success , spending entire interview telling about company plan or benefits.

Conducting Effective Interviews

Interviewers should be carefully selected 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

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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