NO experience in conducting interviews
* Tends to jump in to conclusions
* Make snap judgments during the first few minutes
* Negative bias: unfavorable information about an applicant influences interviewers
Misunderstanding the job
Not knowing precisely what the job entails and what sort of candidate is best suited causes interviewers to make decisionsbased on incorrect stereotypes of what a good applicant is
An error of judgment on the part of the interviewer due tointerviewing one or more very good or very bad candidates justbefore the interview in question.
Nonverbal behavior and impression management
Interviewers· inferences of the interviewee·s personality fromthe way he or she acts in the interview have a large impact onthe interviewer·s rating of the interviewee. Clever interviewees attempt to manage the impression theypresent to persuade interviewers to view them more favorably.
Effect of personal characteristics: attractiveness, gender,race Interviewers tend have a less favorable view of candidates who are: * Physically Unattractive
* Different in Racial
Interviewer behaviors affecting interview outcomes
* Inadvertently telegraphing expected answers.
* Talking so much that applicants have no time to answer questions. * Letting the applicant dominate the interview.
* Acting more positively toward a favored (or similar to theinterviewer) applicant.
Q2: WHAT SEQUENTIAL STEPS SHOULD BE FOLLOWED TO DESIGN AND CONDUCT EFFECTIVE JOB INTERVIEWS IN THIS SITUATION?
Step 1: Analyze the job
Identify the requirement of the job and the competenciesnecessary to perform them. Write a job description with a list of job duties, requiredknowledge, skills or other worker qualification.
Step 2: Rate the job’s main duties
Rate the job duties based on its importance to...