Interviewing Basics

Different types of interview are:

Behavioral Interviews:  Evaluates how job skills and personal attributes were applied to key tasks.  Past performance can predict future behavior.

Situational Interviews:  Evaluate how a candidate might react to a scenario or problem they may face in the new job.  Explores the person’s problem solving ability and how quickly he/she thinks on his/her feet.

Group:  Allow multiple people to evaluate the candidate from different perspectives.

Case Study:  Candidates are given a hypothetical scenario and must draw on his/her knowledge to come up with a solution.

What not to do:

Don’t go with your gut:  Gut decision too often reflect personal biases and lead to the wrong hire.

Don’t ask different questions of each applicant:  This prevents apples to apples comparison and could lead to charges of discrimination. (Follow up and clarifying questions are appropriate as long as they do not dominate the interview.)

Don’t ask personal questions:  Stay away from questions about family, marital status, religion or even irrelevant hobbies.

HR Magazine May 2016, “The Art of the Interview”, Steve Bates

 

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