BUSI 4320 Lecture Notes - Lecture 13: Structured Interview

• School: Memorial University
• Department: Business Administration
• Course: BUSI 4320
• Professor: Lorne Sulsky

Document Summary

A series of specific steps used to decide which recruits should be hired. Begins when recruits apply for employment and ends with the hiring decision: steps involve matching the employment needs of the organization and the applicant. When drawing up the employment contract, pay attention to: specify probationary period if applicable, specify start date and terms of employment clearly, specify reasonable restrictive covenants, ensure that termination procedures are legally enforceable. Formal, in-depth (cid:272)o(cid:374)(cid:448)e(cid:396)satio(cid:374) (cid:272)o(cid:374)du(cid:272)ted to e(cid:448)aluate the appli(cid:272)a(cid:374)t"s a(cid:272)(cid:272)epta(cid:271)ilit(cid:455) Interviews may be conducted on-to-one, panel, or group interview. Unstructured interviews: few if any planned questions, lacks the reliability of a structured interview. Structured interview: pre-determined set of questions, may improve reliability and validity over traditional unstructured interviews. Behavioural description interviews: based on principle that the best predictor of future behaviour is past behaviour. Situational interviews: focus on situations likely to arise on the job, applicants asked what they would do. Interviewer preparation creation of rapport information exchange termination of.