HRM Chapter 5

telephone reference

reference letter

interview

personality test

work sample simulation

selection interview

reference check

arbitration

screening

selection

benchmark

background

administration

structure

content

length

structured interview

unstructured interview

situational interview

behavioral interview

directive

nondirective

unformatted

administrative

allows candidates to ask questions

uses a manager's time more effectively

pursues points of interest as they develop

scores and compares candidates with consistency

higher potential for bias

limited validity and reliability

inconsistency across candidates

reduced opportunities for asking follow-up questions

Situational interviews are based on an applicant's responses to actual past situations.

Situational interviews are based on how an applicant might behave in a hypothetical situation.

Situational interviews ask applicants job-related questions to assess their knowledge and skills.

Behavioral interviews ask applicants to describe their emotions in different hypothetical situations.

"Consider a time when you were faced with an angry client. What did you do to turn the situation around?"

"We are concerned with employee pilferage. As a manager here, how would you go about discouraging this behavior?"

"Employees in this division are frequently under a great deal of pressure. How do you think you would handle the stress of the position?"

"What would you do if a subordinate threatened to sue the company for discrimination?"