Professional blog

We have established that a formal selection interview is typically more rigorous than a screening interview. Carrying out a formal selection interview effectively enables interviewers to determine the interviewee’s Knowledge, Skills, Abilities, and Other characteristics required to perform a job. In addition, the interview is used to assess and evaluate the interviewee’s professional experience, personal characteristics, mental capabilities, and behavioral style – such evidence gathered is needed to reach a carefully considered objective hiring decision.

As such, sound interviewing skills and techniques, the adoption of various communication types and styles, active listening, and strategies to overcome biases are necessary components to achieve this aim.

The interview is for an HR Manager specializing in Compensation & Benefits, with 3 years’ relevant working experience for a large locally grown software company with 1,500 employees. Your interviewee has an HR degree from a local University with 3 years’ HR working experience in a medium-size foreign-owned company based in Singapore. This candidate’s HR experience is in Recruitment, Performance Management, and Compensation & Benefits.

QUESTION 1

Design a set of interview questions that justify the KSAOs relevant to the job position and company. Against each question, include that K/S/A/Os you intend to extract from your interviewee and the type of question asked. These questions are aimed at eliciting responses that explore the wanted attributes and constructs of the job and company fit. You may use the suggested template found below.

QUESTION 2

Based on the set of interview questions, evaluate the interviewing skills and techniques you applied and make suggestions for improvements in the weaknesses/limitations found in your application of interviewing skills/techniques