The document discusses selection interviews and methods. It defines selection as the process of gathering and analyzing information about a person for a new job. There are two stages: defining job requirements and setting up the selection method accordingly. Important selection factors include education, experience, tests, and interviews. Behavioral interviews based on job criteria are recommended. The document also discusses interview types, common interview mistakes, and effective questioning techniques.

1. Selection/Interview
Prepared by
Rati Kiria

2. Selection Methods
Interviews can take many forms and styles. The type of interviewing
recommended throughout the University is Criteria-Based Behavioral
Interviewing. This type of interviewing is based around the criteria
identified in the person specification – the essential and desirable
criteria. It is therefore really important to prepare a good person
specification right at the start of the recruitment process.
or

3. Other criteria, e.g. interpersonal skills, which can be called “soft criteria”
can only be assessed through an interview. By clearly identifying your
criteria on the person specification and how you intend to assess each
of these, you will ensure that you are:
• thoroughly checking each candidate against the right criteria
• able to plan the whole process to include any tests etc.
• fairly applying the criteria to each candidate
• able to discriminate fairly between candidates
• not missing an important aspect of the requirements

4. Definition of selection
The selection method is the process of gathering and analyzing the information
about a person for the purpose of offering new job.
There are 2 stages:
define the requirement set up the selection method according
and objective of selection to that requirement

5. What is Important factors in selection method?
There are various factors : education, job experience, cognitive ability
tests, integrity test, personality tests, IQ tests, interview, references.
Big BUT
Effective selection requirements should be blueprinted, either by gaining expert
views or conducting an appropriate job analysis.

6. Examples of Selection
There are also other two important factors previous work experience and
other characteristics.
Example: 1 (JAPANESE AUTOMOBILE) Japanese automobile companies
generally consider organization dedication, social need and skills, and
attention in work.
( www.fbe.hku.hk/Programme/Undergraduate/doc/courses/2008-
2009/BUSI0075/Fit.pdf Article accessed on 29/01/2011)
Example: 2 (TOYOTA USA ) The selection process of Toyota (USA) takes
minimum eighteen hours which consists of a “general knowledge exam,
attitude test, interpersonal skills, assessment centre, an extensive
personal interview, and a physical exam”.
(www.fbe.hku.hk/Programme/Undergraduate/doc/courses/2008-
009/BUSI0075/Fit.pdf Article accessed on 29/01/2011) Article accessed
on 29/01/2011)

7. Interview
The interview is the most critical component of the entire
selection process.
The 8 Major Types of Interviews:
Informational Interview
Screening or Telephone Interview
Individual Interview
Small Group or Committee Interview
The Second or On-Site Interview
Behavioral-Based Interview
Task Oriented or Testing Interview
Stress Interview

8. Top 10 Interview errors
1. Don't Prepare
Not being able to answer the question "What do you know about this company?"
might just end your quest for employment, at least with this employee.
2. Dress Inappropriately
Dressing inappropriately can work both ways. You will certainly want to wear a suit
if you are interviewing for professional position.
3. Poor Communication Skills
It's important to communicate well with everyone you meet in your search for
employment. It is, however, most important to positively connect with the person
who might hire you
4. Too Much Communication
Believe it or not, a recent candidate for employment, who, by the way, didn't get
the job, didn't hesitate to answer his cell phone when it rang during an interview
5. Talk Too Much
There is nothing much worse than interviewing someone who goes on and on and
on... The interviewer really doesn't need to know your whole life story

9. 6. Don't Talk Enough
It's really hard to communicate with someone who answers a question with a word or
two. I remember a couple of interviews where I felt like I was pulling teeth to get any
answers from the candidate
7. Fuzzy Facts
Even if you have submitted a resume when you applied for the job, you may also be
asked to fill out a job application.
8. Give the Wrong Answer
Make sure you listen to the question and take a moment to gather your thoughts
before you respond. Like the following candidate, you'll knock yourself out of
contention if you give the wrong answer.
9. Badmouthing Past Employers
Your last boss was an idiot? Everyone in the company was a jerk? You hated your job
and couldn't wait to leave? Even if it's true don't say so. I cringed when I heard
someone ranting and raving about the last company she worked for
10. Forget to Follow Up
Afraid you didn't make the best impression? Are you sure that you aced the
interviewed? Either way, be sure to follow up with a thank you note reiterating your
interest in the position and the company.

10. Questioning Techniques
The success of an interview depends heavily on the interviewers'
listening and using the right type of questioning at the appropriate
time. The interviewer(s) should listen for the majority of the
interview, while maintaining control of the interview so the
applicant doesn't take it over. A general standard is the 80/20 rule -
the interviewer(s) should listen at least 80 percent of the time and
talk only 20 percent of the time.