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9780071377911

The Evaluation Interview How to Probe Deeply, Get Candid Answers, and Predict the Performance of Job Candidates

by ;
  • ISBN13:

    9780071377911

  • ISBN10:

    0071377913

  • Edition: 5th
  • Format: Hardcover
  • Copyright: 2002-06-12
  • Publisher: McGraw-Hill Education
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Supplemental Materials

What is included with this book?

Summary

The essential interviewer's guidebook for more than 30 years, The Evaluation Interview is now updated to include: -- Questions that can never legally be asked of an applicant-- Methods to determine a prospective hire's "fit" with an organization's needs and culture-- The 10 most common interviewer's mistakes

Author Biography

Richard Fear is a leading expert in the field of interviewing. A licensed industrial psychologist, past vice president of The Psychological Corporation, and faculty member emeritus of Columbia University, Fear has trained thousands of interviewers in the U.S. and abroad.

Robert Chiron, Ph.D., is president of Chiron Group­­a consulting firm specializing in creating alignment and unleashing potential in organizations­­whose clients range from small businesses to Fortune 100 corporations. He formerly taught at the University of Iowa and Columbia University.

Table of Contents

Preface to the Fifth Edition ix
Part One. Before the Interview 1(38)
An Overview of the Evaluation Interview
3(7)
The Ten Most Common Mistakes Interviewers Make
3(7)
A Good Hiring Process Starts with a Good Job Description
10(19)
Job Description
10(6)
Management Qualifications
16(3)
Research and Development Qualifications
19(1)
Production Supervision Qualifications
20(2)
Sales Qualifications
22(2)
Finance Qualifications
24(1)
Employee Relations Qualifications
25(3)
Matching the Applicant with the Job
28(1)
Preliminary Selection Steps
29(10)
Recruiting
31(1)
Application Form
32(1)
The Preliminary Interview
33(2)
Aptitude Tests
35(1)
Reference Check
36(1)
Discrepancies
36(1)
Preliminary Selection Steps Provide Valuable Leads for the Final Interview
37(2)
Part Two. Interviewing Tactics 39(62)
The Strategy Behind the Evaluation Interview
41(7)
Essential Aspects of the Final Interview
42(4)
What the Government Says
46(2)
Developing Rapport
48(11)
Small Talk
49(2)
Comprehensive Introductory Questions
51(2)
The Importance of Memorization
53(1)
Assume Consent
53(1)
The Calculated Pause
54(1)
Facial Expressions
54(2)
Voice
56(1)
Positive Reinforcement
57(2)
Probing More Deeply for Behavioral Clues
59(14)
Interviewing as Conversation
59(1)
Keep Questions and Comments Open-Ended
60(1)
Talk the Applicant's Language
61(1)
Questions and Comments Must Be Work-Related
61(1)
Function of Follow-Up Questions
61(4)
Kinds of Probing Questions
65(4)
How to Soften Direct Questions
69(2)
Note-Taking
71(2)
Techniques of Control
73(11)
Appropriate Coverage
74(1)
Balance
74(2)
Descriptive vs. Evaluative Information
76(1)
Controlling the Time
76(1)
Techniques of Control
77(3)
General Rules for Control
80(2)
Effective Control Requires Judicious Pacing
82(1)
Special Considerations
83(1)
Behavioral Interviewing Techniques
84(7)
The Candidate and the Behavioral Interview
85(1)
Studying the Job
85(2)
Behavioral Questions
87(1)
The Purpose
88(1)
Patterns
89(1)
Bias
89(1)
Legal Defense
90(1)
Legal Issues: Questions You Can't Ask in an Interview
91(10)
Part Three. Interpreting the Candidate's Responses 101(68)
How to Interpret Responses in an Interview
103(13)
Complexities of Interpretation
103(1)
First Considerations
104(3)
Process of Interpretation
107(9)
Interpreting a Candidate's Work History
116(23)
How to Structure Discussion of Work History
116(18)
Factors of Job Satisfaction
134(2)
EEO Considerations
136(3)
Interpreting Education and Ability to Work on a Team
139(10)
Structuring the Discussion of Education
140(7)
Well-Roundedness
147(2)
Terminating the Interview and Completing the Interview Rating Form
149(20)
Terminating the Interview
149(1)
Terminating the Unqualified Candidate
150(1)
Terminating the Interview of the Qualified Candidate
151(1)
Completing the Interview Rating Form
152(1)
Personality and Ability
153(3)
Rating Education and Training
156(8)
Writing the Summary of Assets and Shortcomings
164(1)
Writing the Overall Summary
165(1)
Making the Overall Rating
166(1)
Further Uses of the Completed Interview Rating Form
167(2)
Part Four. Additional Applications of Interview Techniques 169(50)
The Campus Interview
171(10)
Preparation
172(1)
The 20-Minute Interview
172(3)
Probing for Clues to Behavior
175(1)
Exploring Work Experience
176(1)
The All-Important Factor of Control
176(1)
Selling the Company
177(1)
The Insufficiently Qualified Student
177(1)
The Qualified Student
178(1)
The Interview Report
178(3)
Conducting Performance Appraisals and Giving Feedback
181(16)
The Concept
181(1)
Feedback---A Shared Responsibility
182(1)
Feedback--An Ongoing Process
183(1)
Preparation--The Employee's Role
183(2)
Preparation--The Manager's Role
185(4)
Types of Feedback
189(1)
Formal Annual Review
190(7)
Team Building
197(4)
Trust, Openness, and Honesty--The Indispensable Elements of Team Building
197(1)
Risk-Taking and Openness to New Ideas
198(3)
Visioning
201(6)
Questions
201(2)
Developing a Vision
203(1)
Scenario Effectiveness Test
204(1)
Organizational Analysis
205(1)
The Final Step
206(1)
Alignment of the Organization and Its Employees
207(12)
Purpose
208(1)
Values
209(1)
Business Road Map
210(1)
Alignment
211(2)
Personal Responsibility
213(1)
Results
213(1)
Related Renewals
214(1)
The Unit of Renewal
215(1)
Linking Action
216(1)
Sustainable Performance
217(2)
Appendix A. The Evaluation Interview Guide 219(4)
Appendix B. Evaluation Interview Note-Taking and Rating Forms 223(5)
Appendix C. Sample Report of Interview Findings 228(6)
Appendix D. Guidelines for Giving and Receiving Feedback 234(2)
Index 236

Supplemental Materials

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The New copy of this book will include any supplemental materials advertised. Please check the title of the book to determine if it should include any access cards, study guides, lab manuals, CDs, etc.

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