Hiring Interviewing Techniques

Paper Summary:

This paper explains that Ogman Corporation is now using unstructured or informal interviewing, wherein the interviewer asks the same open-ended, basic questions of each candidate, which leads to a broad evaluation being done with no set standard upon which to judge a candidate.The author points out that one of the techniques is stress interviewing, which is used to discover if a particular candidate will break under pressure; but stress interviewing has low validity and reliability, can give candidates a bad impression of the company, and could lead to legal problems. The paper recommends that Ogman Corporation adopt the panel interviewing technique to standardize its interviewing process because it includes all the benefits of a structured technique and has the benefits of reducing interviewer bias and allowing relevant employees to have input into the selection process.

Table of Contents
Introduction
Purpose
Scope
Assumptions
Limitations
Background on Ogman Corporation
Unstructured Interviewing
Structured Interviewing
Panel Interviewing
Stress Interviewing
Conclusions

From the Paper:

"Panel interviewing is a variation on the structured interview. The only difference is the candidate is interviewed by a group of people at the same time instead of just one. This panel of interviewers can be made up of many different people but it usually includes the HR manager, the hiring manager and an employee with relevant technical skills to the position the candidate is applying for. The main reason for using a panel is to limit human bias and judgment errors that a single interviewer might have. This makes the final decision much more objective."

More papers on Hiring Interviewing Techniques:

• Analytical Essay # 146824 : "EBM and the Interview Process"
• Research Proposal # 96951 : "Effective Interviewing in the Private Sector"
• Descriptive Essay # 147869 : "Selection and Recruitment Strategies for Employee Retention"

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