Interview Techniques & Performance Measurement Flashcards

What is the purpose of a structured interview?

Answer: To ensure fairness and comparability across candidates

A structured interview uses a predetermined set of questions asked in the same order to all candidates. This standardization minimizes interviewer bias and ensures that all applicants are evaluated on the same criteria. It allows for more objective comparisons of candidates' responses, leading to fairer hiring decisions.

Which type of question helps assess real-life job performance?

Answer: Behavioral questions

Behavioral questions ask candidates to describe how they have handled specific situations in the past, such as 'Tell me about a time you faced a challenge at work.' The premise is that past behavior is the best predictor of future performance. This approach helps assess real-life job performance by revealing practical skills and problem-solving abilities.

What is a common tool used to evaluate interview performance?

Answer: A structured rating scale

A structured rating scale provides specific criteria and a numerical or descriptive scale for evaluating candidate responses during an interview. This tool helps interviewers objectively score answers against predefined standards, reducing subjective bias. It ensures consistency in evaluation and facilitates comparison among candidates.

Why is interviewer training important?

Answer: To conduct fair and objective evaluations

Interviewer training is crucial for equipping interviewers with the skills to ask appropriate questions, listen effectively, and evaluate candidates objectively. It helps them recognize and mitigate personal biases, ensuring that all candidates receive a fair assessment. Proper training leads to more consistent and legally defensible hiring decisions.

What does performance measurement evaluate?

Answer: Their work effectiveness and achievement of goals

Performance measurement systematically evaluates an individual's or team's work effectiveness against established standards and objectives. It focuses on assessing how well tasks are completed, goals are met, and contributions are made to the organization. This process provides data for feedback, development, and strategic decision-making.

How does 360-degree feedback support performance measurement?

Answer: It gathers feedback from peers, supervisors, and subordinates

360-degree feedback is a comprehensive performance measurement system that collects input from multiple sources, including an employee's direct manager, peers, subordinates, and sometimes even customers. This multi-rater approach provides a holistic view of an individual's performance and behavior. It helps identify strengths and areas for development from various perspectives within the work environment.

Why should interviewers avoid leading questions?

Answer: They influence answers and reduce objectivity

Leading questions subtly suggest a desired answer, such as 'You enjoyed working on that project, didn't you?' This can prompt candidates to give responses they believe the interviewer wants to hear, rather than their true thoughts or experiences. By influencing answers, leading questions compromise the objectivity and validity of the assessment.

What makes performance appraisals effective?

Answer: They are consistent, fair, and goal-oriented

Effective performance appraisals are characterized by consistency in application, ensuring all employees are evaluated using the same standards and processes. They are fair, free from bias, and based on objective criteria related to job performance. Furthermore, they are goal-oriented, linking individual performance to organizational objectives and providing clear direction for improvement.

What is a performance improvement plan (PIP)?

Answer: A structured plan to improve job performance

A Performance Improvement Plan (PIP) is a formal document outlining specific areas where an employee's performance needs to improve. It includes clear goals, actionable steps, resources, and a timeline for achieving the desired changes. PIPs are designed to provide employees with the support and structure needed to meet job expectations.