Interviews are the most widely used selection method, although research suggests they can be unreliable, low in validity, and biased against a number of groups. Employers can make interviews more useful by using these guidelines: $(1)$ Interviewers should focus on assessing a limited number of job requirements, so candidates can be rated on behaviors that are observable; $(2)$ Interviewers should be trained to be aware of their biases and to record observable facts, rather than making subjective judgments; and $(3)$ Interviewers should have a structured note$-$taking system that will help them recall the interview if they need to justify the ratings later.

Review your textbook section on "Interviewing Techniques." In structured interviews, a specific set of questions to ask each candidate has been established in advance that are closely related to the job requirements. In a situational interview, the interviewer describes a situation that is likely to arise on the job and asks the candidate what he or she would do in that situation. In a behavior description interview, the interviewer asks the candidate to describe how he or she handled a specific situation in the past. In this activity, you will read a case about interviewing strategies used by HR personnel at a large fashion retailer.

Read the case below and answer the questions that follow.

A large fashion retailer is hiring a human resources manager for one of its new locations. The company's senior VP of Human Resources will spearhead the interviewing process and will use several different interviewing techniques. The position requires $58$ years of human resources management experience. The experience does not necessarily need to be in the fashion industry, but such experience would be preferable. The new human resources manager will be responsible for running the entire Human Resources Department at the new location. In addition to this individual's overall management role, his or her responsibilities will also include motivating employees, resolving conflicts, and overcoming resistance to change. Which of the following questions would be asked in a behavior description interview?

Multiple Choice

How do you work with employees who seem to lack motivation?

In the past, how have you motivated an employee to perform a task that he or she did not like?

How do you use your communications skills to motivate others?

How would you motivate an employee who is the only one capable of performing a task?

What would you do to motivate a person to complete an unpleasant, tedious task?