Reference no: EM132201567

Case Study – Design a Structured Situational Interview that address the following procedures:

Step 1. Analyze the job. Write a job description with a list of job duties; required knowledge, skills, and abilities; and other worker qualifications.

Step 2. Rate the job’s main duties. Rate each job duty, say from 1 to 5, based on how important it is to doing the job.

Step 3. Create interview questions. Create interview questions for each of the job duties, with more questions for the important duties. Recall that situational questions pose a hypothetical job situation, such as “What would you do if the machine suddenly began heating up?” Job knowledge questions assess knowledge essential to job performance (such as “What is HTML?”). Willingness questions gauge the applicant’s willingness and motivation to meet the job’s requirements—to do repetitive physical work or to travel, for instance. Behavioral questions, of course, ask candidates how they’ve handled similar situations.

Step 4. Create benchmark answers. Next, for each question, develop ideal (benchmark) answers for good (a 5 rating), marginal (a 3 rating), and poor (a 1 rating) answers and a rating sheet. The structured interview guide (pages 214–216) presents an example. Three benchmark answers (from low to high) for the example question above might be, “I’d stay home—my spouse and family come first” (1); “I’d phone my supervisor and explain my situation” (3); and “Since they only have colds, I’d come to work” (5).