Employee Selection" Please respond to the following:
-Compare and contrast the structured interview, situational interview, and behavioral interview. Determine which type of interview would be more beneficial when interviewing applicants. Support your selection.
-In the selection of the candidate, determine if the manager should make the final choice or if others should be included in the final decision. Support your position.
First I think we need to understand what each of the interview types are and why they might be used.
1. The Structured Interview: In a structured interview you are generally ensuring that the candidates each have an equal opportunity to give information and are consistently and accurately assessed. In this interview typically the following occurs:
a) Each prospective employee are asked the same questions in the same order;
b) Each prospective employee are assessed with a common rating scale; and
c) Those interviewing the prospective employees have pre-agreed upon acceptable answers.
2. The Situational Interview: Designed around a number of questions focused on possible situations one might encounter in the position the employer is attempting to fill. The prospective employees are basically asked hypothetical future oriented questions that will test the imagination of the interviewee. In this type of interview the employer is not as focused on actual job experience but instead upon the reactions to the possible scenarios presented. No standardized rating scale is used.
3. The Behavioral Interview: In a behavioral interview there is concern regarding the prospective employee's past performance and behavior. There is an interest in how in your previous employment how situations were handled or coped with and what ...
Comparisons of structured, situational, and behavioral interviews are explored in this response.