BAGB 2123

Talent Acquisition
Management
Lesson 6: Selection &
Interview Strategy
 Why This Lesson
• The importance of designing effective interviews
• Key Points:
 Clear & Organized: Structure interviews for consistency and ease.
 Preparation: Share the interview agenda with candidates in advance for
better preparation and confidence.
 Strategic Role: Interviews are key in selecting the right candidates.
 Tailored Approach: Adjust interview methods based on the job and context.
 Focus Areas:
 Develop relevant questions
 Prepare interviewers
 Ensure fairness with legal and ethical practices.
Introduction
Interview Strategy and Process
Two-Way Process: Employers learn about the candidate; candidates learn about the job and
company.

Interview Formats: Can be by phone, video, or in-person, with different stakeholders involved.

Candidate’s Role: Use the interview to understand the role, tasks, and company culture.

On-Site Insight: In-person interviews give a peek into the company’s environment.

Multiple Sessions: Interviews may have more than one session and use different formats.

Other Steps: May include application forms and skills tests.

Structured and
Unstructured
Interviews
Structure
d
Interview
s
Key Points:
• Consistency & Fairness: Ensures all candidates are Benefits of a Structured Interview
interviewed with the same format, questions, and Process
process.
• Reliability: Provides a consistent experience for each
candidate, increasing the reliability of assessments.
• Validity: Guarantees that the interview process
accurately evaluates candidates’ qualifications.
• Clear & Standardized: All candidates answer the same
questions in the same order, minimizing
misinterpretation.
• Replacement of Unstructured Methods: Moves away
from informal, inconsistent interviews to a more
reliable, structured approach.
Advantages of a Structured Interview Process
Objective Evaluation:
• Reduces bias, subjectivity, and recall issues, ensuring candidates are assessed against job criteria.
Fairness & Consistency:
• Offers a consistent experience for all candidates, making the process more equitable.
Legal & Ethical Compliance:
• Helps ensure the interview process is fair and meets legal standards.
Benefits to the Organization:
• Promotes ethical practices, reliability, and legal compliance.
Interview Techniques:
• Can include individual/group in-person, phone, or video interviews.
Unstruct
ured
Interview
Key Points:
Unstructured (Non-Directive)
• Flexible Format: No predetermined questions; the
Interviews
interview flows like a conversation.
• Probing Questions: Questions arise based on
interviewee responses to encourage open, honest
answers.
• Qualitative Approach: Focuses on the depth and
validity of responses, not just the breadth.
• In-Depth Exploration: Allows for exploration of
topics as they naturally emerge during the
conversation.
• Less Formal: More relaxed and conversational
than structured interviews.
Challenges & Types of Unstructured Interviews
Challenges:
• Loss of Reliability:
• Harder to identify patterns in responses due to the flexible, open-ended format.
Contexts of Use:
• Common in fields like sociology, academic research, and job interviews.
Types of Unstructured Interviews:
• In-Depth Ethnographic Interviews
• Oral History Interviews
• Creative & Post-Modern Interviews
Structured
and
Unstructure
d Interview
Questions
Structured Questions
Types of Interview Questions
Four Key Categories:
• Job History & Progression
• Job Knowledge
• Behavioral/Experience-Based
• Situational Questions
Varied Question Formats: Combining different question types keeps the conversation engaging and
allows for focused, detailed responses.
Building Rapport: Interviewers may start with casual, unrelated questions (e.g., about the weather) to
ease the candidate into the interview.
Effective Interview Atmosphere & Questioning
Avoid Irrelevant Questions:
• Questions unrelated to the candidate’s evaluation should not be included.
Maintain Structure:
• Supplementary questions can disrupt the interview agenda and structure.
Balanced Atmosphere:
• Strive for a friendly yet professional environment to ensure a positive and
meaningful experience for both interviewer and candidate.
Unstructured Questions
Flexible Format:
• Unstructured interviews adapt to the flow of conversation, rather than following
a strict list of questions.
Natural Dialogue:
• The focus is on the interaction between interviewer and candidate, with
questions evolving based on the conversation.
Time & Participants Focused:
• The main concerns are the time allotted for the interview and the people
involved, rather than specific questions.
Unstructured Interview Format
• Casual & Comfortable: Common in less formal settings, creative or technical roles, and
when personality is prioritized.
• Perception of Ease: Candidates often feel unstructured interviews are more like casual
conversations, making it easier to be open and honest.
• Sample Questions:
• "Tell me about your background.“
• "What’s your ideal job?“
• "Which accomplishment are you most proud of, and why?“
• Authenticity: Candidates are encouraged to be truthful and let their personality shine.
Developing
Effective
Interviews
The Importance of Interviewer Quality
Interviewer's Role:
The quality of interviewers directly impacts the success of a structured interview
process.
Responsibility:
Interviewers are responsible not only for conducting the interview but also for the
overall effectiveness of the interview plan.
Pre-Interview Evaluation:
Carefully assess potential interviewers to ensure they have a full understanding of the
role and responsibilities.
Interviewer Preparation
Understanding the Role:
Interviewers must be familiar with the job description, required KSAOs, tasks, and
responsibilities.
Job Description:
Ensure interviewers receive the most up-to-date job description before conducting the
interview.
Company Knowledge:
Interviewers should be familiar with the organization, so new employees may not be
ideal interviewers unless necessary.
Interviewer Training
Effective Training:
Training ensures interviewers perform ethically, legally, and effectively in their roles.
Training Components:
• Positive Communication & Rapport-Building
• Structured Agenda & Question Understanding
• Legal & Ethical Compliance
• Avoid Side Conversations
• Encourage Detailed Responses
• Manage Time Effectively
Ongoing Interviewer Responsibilities
Note-Taking:
Clear, comprehensive notes help recall information during evaluation.
Standardized Rating Forms:
Ensure interviewers understand criteria, rating scales, and how to apply them
effectively.
Long-Term Value of Training:
Though often neglected, interviewer training is a crucial investment for consistency,
fairness, and success.
Conclusion

“A well-planned interview helps avoid legal

issues and leads to better hiring decisions. While
having a clear structure is important,
interviewers can still allow some flexibility.
Starting with a structured approach is the safest
and easiest way, especially for beginners.”