Unit 6 Selecting employees: part 2

Vocabulary 1

Use your dictionary to look up any new words.

1. The words in the chart may be used as nouns and verbs. Write the meanings of these nouns and verbs in your native tongue.

E.g. interview – бесіда / мати бесіду

interview format structure set question conduct issue guide role-play use type change point end schedule call

2. Complete the charts with the different parts of speech. Translate the obtained pairs of words into your mother language.

E.g. select / selection – вибирати, добирати / вибір, підбір

Verb	Noun
select	selection
	interaction
assess
	interviewer
compare
	action
perform
	decision
evaluate
	response
establish
discuss
	description
	persuasion
argue
converse
	attendance

Pre- reading task

Work in small groups.

You are going to read about such a valuable selection device as the interview. In fact, two things are exceptionally important in conducting a job interview. Express your thoughts on what these two things might be.

Reading

1. Skim through text 10 and say if your suggestions were correct.

TEXT 10

The Interview

The interview is, perhaps, the most often used selection device. The purpose of the interview is to allow at least one member of the organization to interact with each applicant and assess that applicant’s job-related KSAs.

Two aspects of the interview format are especially important. First, the interview should be structured, meaning that the interviewer asks the same set of job-related questions of each candidate. This ensures that the interviewer gathers full information from each applicant, and it makes comparisons among applicants easier because they all are evaluated on the same characteristics. The second aspect of format is the nature of the questions. Questions about job-related actions have proven to be quite useful. Table 2 provides some examples of such questions. The idea behind them is that gathering information about actions that are performed on the job is useful in making selection decisions. The interviewer must evaluate the accuracy or completeness of the response.

Training for interviewers usually is concerned with how to conduct a job interview and how to evaluate applicants. In training for conducting interviews, topics such as legal issues, physical barriers to interaction, guiding the interview and how to establish relationship with the applicant are important. In training for making evaluations, interviewers can be asked to make decisions about individuals who are role-playing applicants. The use of various types of information in making these decisions is then discussed.

Table 2