MGNT205 Lecture Notes - Lecture 7: Structured Interview, W. M. Keck Observatory, Job Analysis
Document Summary
Interviewing candidates: the interview is really a verbal test for the candidate. However, unlike a paper and pencil test, there is no clear right or wrong answer in many cases. Successful interviewing results from a thorough understanding of the job requirements. Therefore, you must have a complete and accurate job description that identifies the critical job competencies. This allows for consistency, ensures that important questions are not left out and helps quarantine that all candidates will be assessed by the same standards. Behavioural interviewing asks the candidate to describe what they did in a situation. Requires real examples of past actions and results and based on theory that past behaviour is a good predictor of future behaviour. Likely to give real world information that may be relevant in making a good selection decision: nondirective: takes opposite approach from a structured. It is conducted with a minimum questions asked by interviewer and questions are not always planned in advance.
