Economics For The Global Manager

Classification of Selection InterviewsSelection Interviews atomic number 18 basically used to predict a raftdidate s job performance . Since it a theatrical role of discourse it is conducted orally Interviews are growing in much(prenominal) popularity these days because of manager s preference of wonder over separate pick techniques . There are different types of interviews used in work place : appraisal interview , conducted between employee and supervisory program after performance appraisal to discuss an employee s performance and die a suitable plan of action exit interview , conducted when an employee leaves a job in to find out the likely reasons behind the resignation selection interview , conducted at the quantify of hiring an employee in to predict on - the - job - performance and to prosecute the most competent applicantSelection Interviews can be classified jibe to following waysStructured Vs Unstructured InterviewsIn unstructured or non - leading interviews , at that place is no piddle pattern for conducting the interview , interviewee can enquire different questions from different candidates and skill even deviate from the discipline matter and can pursue with points of interest as they pay off during interview However in structured or directive interview , questions are dictated follow a fixed pattern and thus , interviewees are not allowed to deviate from the type matter and thus do not get an luck to pursue points of interest as they develop during interviewInterview Content : Types of QuestionsInterviews can be further classified based on their content or the focus of the questionsSituational InterviewIn this type of interview , interviewees give candidates nigh situation e .g . how will you respond if you see your colleagues bit in the office premises and based on their analysis of those situations interviewees evaluate the candidates .

Situational Interviews can be structured and are cognise as structured selective interviews here interviewees can fix some situational questions beforehandBehavioral InterviewBehavioral interview is somewhat similar to situational interview , the unaccompanied difference is that in situational interviews candidates are asked how they will react to a specific situation however , in behavioral interview candidates are asked how they reacted to actual situationsOne drawback with situational and behavioral interviews is that candidates can fake answers slowly as usually no evidence is asked in sideslip of behavioral interview and in case of situational interview it is not necessary that exactly that situation will be administered as asked during interviewJob - Related InterviewHere candidates are asked job specific questions and their past experiences , through and through which interviewees try to figure out their on - the - job - performanceStress InterviewStress levels of candidates are administered in this type of interview when candidates are made ill-fitting through rude questions . It is used to spot sensitive applicants , who might react negatively to critical situationsHow Firms Administers the InterviewsAdministration of interviews develops another classification of selection interviews as all these interviews may be structured or unstructured , behavioral or situational or job - cerebrate or stress interviews but the way they are administered develops a whole new category for selection interviewsPersonal or Individual...If you deficiency to get a full essay, order it on our website: Ordercustompaper.com

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