1. Who is usually on a typical panel interview?

 
The candidate is interviewed by more than one person including a representative from HR and
the technical manager.   
1. What are the 2 types of matching needed for a candidate? 
Person organization and person job fit. 
1. What are different types of selection interviews? 
Telephone interview, video interview, one-to-one interview, panel interview.  
1. What is the difference between competency-based (behavioral) interviews and situational
interview and a stress interview? 
competency-based (behavioral) interviews are structured around job specific competencies with
candidates asked questions based on critical incidents in the role. 
situational interview takes a similar critical incident approach but works on the premise that the
interviewer wants to establish what the candidate would do if presented with a situation.  
 stress interview is based on finding out how the candidate reacts to a stressful situation.  
1. What is an Assessment Center? 
In an assessment center range of techniques are used to assess candidates on multiple
competencies, it is undertaking by a group of assessors who identify the most suitable candidates
by using a series of tests.  
1. What are problems with interviews concerning some interviewers may do? 
The problems with interviews are associated with selection interviewing and theses relate mainly
to perceptual distortion, subjectivity and lack of interviewing skill on the part of
the interview: confirmatory bias, horn or halo effect, stereotypes, contrast error, projection error,
and excessive talking.   
1. What is checked when an employer checks a candidate’s references? 
references ask previous employer to provide information about their current/ previous employee and
to verify the information provided by the candidate. Prospective employers may search for
information on areas including length of employment, brief details of responsibilities,
job position and title, overall performance, absenteeism, timekeeping and the reason for leaving.   
1. Why is it important to contact unsuccessful candidates? 
Because it can be damaging for an employer brand if candidates who attended for tests or interviews
are not contacted again by the organization to advise them they were unsuccessful.