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SELECTION INTERVIEW
Presented by:Aashdeep KaurAntriksh Verma
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Selection
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Selection Process
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Pre Interview Phase
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Interview Phase
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Post Interview Phase
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Characteristics of Effective SelectionDevices
Effective Selection techniques have fourcharacteristics:
Reliability Validity Cost efficiency Legally defensible
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Reliability
Reliability is the extent to which a score from a selectionmeasure is stable and free from error.
Test reliability is determined in 4 ways: Test Retest reliability Alternate-forms reliability Internal reliability Scorer reliability
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Validity
Validity is the degree to which inferences fromscores on tests or assessments are justified by theevidence.
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
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Who Conducts Interviews?
Video
Interviewing
Individuals PanelInterviews
Team
Interviews
Interviews
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Structured Interviews
Predetermined script and protocol Interviews in a proper format Asked through information gathered
from job analysis information
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Unstructured Interviews
No predetermined script or protocol Any thing related or not related to
the job
No prescribed format
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Behavioral Description Interviews (BDI)
Ask participants to relate actualincidents from their past relevantwork experience to the job they areapplying for.
Think about you past job and tellus a time where you havecommitted a mistake?
What was your response to themistake? What was the nature of the
mistake?
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Situational Interviews
Encourage applicants to respond tohypothetical situations they mayencounter on the job for which they
applied. What if you are in a situation that to
achieve your sales target the whole sellerare asking for high commission instead of
company policy? What will you do under these
circumstances?
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Problems/Error in the Interview
HALO EFFECT
Occurs when an interviewer allows a prominent characteristic toovershadow other evidence.
Devils horns (a reverse halo effect), such as inappropriate dressor a low grade point average, may affect an interviewer as well.
BIASES
Interviewers tend to favor or select people whom they perceiveto be similar to themselves.
This similarity can be in age, race, sex, previous workexperiences, personal background, or other factors.
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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 hissuccess , spending entire interview telling about company plan orbenefits.
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Conducting Effective Interviews
Interviewers should be carefullyselected 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
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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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