Page 32 - 101 Dynamite Answers to Interview Questions

Interview Types and Techniques 25

identify the individual who is not responding honestly but trying to skew
the results a certain way, the computerized scoring will identify the
inconsistencies and this information will be available to the human
interviewer who conducts the subsequent face-to-face interview. In some
instances the scoring programs are designed so that inconsistencies in
responses as well as response rates are noted. In other words, if you take
a significantly longer time to answer certain questions than is your norm
for the majority of questions, the questions you pondered excessively will
be noted.
The interviewer whom you meet with following your session at the
computer terminal will no doubt probe areas in which your responses or
response rate seemed to indicate inconsistencies or longer than usual
hesitations. The interviewer will assume that you may have problems or
something to hide in these areas. If you have read the following sections
TEAMFLY
in this book which help you prepare for interview questions and how to
present your responses in an honest, yet positive manner, you should be
able to handle the face-to-face follow-up to the electronic screening
interview.
Although many employers may initially jump on the bandwagon and
move into what they consider to be the progressive new interview
methodology - electronic screening interviews - we suspect it may be
fraught with problems that will slow its general use. Aside from the
expense, which may not be justified for many smaller firms, it seems to be
a modern method of presenting traditional personality testing.
Two decades ago many firms used paper-and-pencil tests to access
applicants’ personality traits. After several court cases in which employers
could not demonstrate a bona fide relationship between the tests and the
jobs for which applicants were being screened, employers quietly dropped
the use of most of these tests. A similar fate may be in store for these new
electronic tests.

Hiring/Placement Interviews

Once you make it through the screening interview - if there has been one
- you go on to the real interviews. There are five basic formats for hiring
interviews. Most any interview will fall into one of these categories or be
a combination of more than one of them. They are one-to-one, sequential,
serial, panel, and group interviews.

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Team-Fly