6.7 Key Terms
Key Terms
- Employment Interview: An exchange between a candidate and a prospective employer to determine the candidate’s aptitude for a job. 6.2
- Structured Interview: A planned interview in which the questions are planned, and the same between candidates, and evaluation metrics are employed to evaluate their aptitude. 6.2
- Unstructured Interview: An interview that is unplanned, in which candidates are not evaluated in a structured or consistent manner. 6.2
- Standardization: Standardization aims to ensure that each candidate receives the same interview questions and challenges in an effort to eliminate bias. 6.2
- Bias: The preference for certain irrelevant candidate traits such as appearance, gender, race, or similarity to the interviewer. 6.2
- Legal Defensibility: The ability to defend a business from accusations of discrimination. When structured interviews are used, it is simpler to demonstrate that efforts were made to eliminate biases from the recruitment and selection process. 6.2
- Legal Vulnerability: The inability to defend a business from accusations of discrimination. When unstructured interviews are used, it can be more difficult to prove that efforts were made to eliminate sources of bias. 6.2
- Inequity: The lack of fairness and appropriate treatment of candidates caused by bias in the interview process. 6.2
- Prediction: The ability to guess the quality of job performance. Unstructured interviews have been shown to produce low prediction in comparison to structured interviews. 6.2
- Traditional Interview: An interview structure where one interviewer interviews one candidate in person. 6.3
- Telephone Interview: An interview which occurs over the phone. 6.3
- Information Interview: An interview that is not being done for a particular job opening but rather exploring possibilities within a business. 6.3
- Meal Interview: A more informal interview that is conducted alongside a meal in a dining establishment. 6.3
- Case Interview: An interview which evaluates the candidate’s solution to a provided business situation, often used for consulting firms and investment banks. 6.3
- Panel Interview: An interview in which there are multiple interviewers. 6.3
- Group Interview: An interview in which there are multiple candidates. 6.3
- Technical Interview: An interview in which the questions are tailored to gauge the candidate’s problem-solving skills. 6.3
- Virtual Interview: An interview which is conducted with video conferencing software. 6.3
- Situational Questions: A question that poses a hypothetical situation to a candidate to evaluate how they would respond. 6.4
- Behavioural Questions: A question that asks about a candidate’s previous work experiences and how they interacted with their peers. 6.4
- Job Knowledge Questions: A question that assesses the technical knowledge of the candidate. 6.4
- Job Simulations: A hypothetical situation that would occur as part of the job responsibilities that the candidate is tasked with navigating. 6.4
- Ice-breaker Questions: An informal question used to ease the interview anxiety of a candidate and give the interviewer a better sense of the candidate’s personality. 6.4
- Scoring Guide: A behaviourally anchored scale that is used to measure the quality of a candidate’s response to an interview question. 6.5
