Expensive
花费较多
Provides representative work situation
可以提供有代表性的工作场景
Hard to assess
难于做出评价
Suited to positions requiring managerial, verbal or interpersonal skills
所有的领域都会涉及
All areas covered
应聘者会对问题应对乏力
Applicant may be overwhelmed by questions
非结构化面试Unstructured
容易勾出线索和探索到不同领域
Easier to explore leads and different areas
适合于更高级的职位面试
Less chance of establishing rapport
较少机会建立融洽的气氛
Stress
压力面试
Shows applicant’s behavior under conditions causing emotional strain
表现应聘者在导致情绪压力的情境下的行为反应
Can lack flexibility
通常更可靠
Usually more reliable
某些应当被跟进的地方会被忽略掉Some areas ignored which should be followed up
高效利用时间
Time efficient
面试人主导、支配整个面试
Interviewer may dominate
较难控制面试过程
Harder to control interview
应聘者会更放松一些
Applicant may be more relaxed
也许会漏掉重要领域
May miss important areas
可根据应聘者个体情况做出应变
Can be tailored to individual situation
面试类型及其优缺点
Types of interviews: pros and cons
面试类型
Types of interview
优点Pros
缺点Cons
结构化面试Structured
连贯性：所有的应聘者被平等对待Consistent-all applicants treated equally
会缺乏灵活性
适合需要考察管理能力、语言表达和人际技巧的职位
May not always related to the job in question
问题不一定总是与职位有关
Less personal contact
较少的个人接触
Source: Compton R.L. and Nankervis A.R. 1998, Effective Recruitment and Selection Practices, Sydney, 2nd, edn: CCH Australia Limited.
Requires very skilled interviewer
需要面试人非常有技巧
Can be suited to some high-pressure or unpleasant job
适合于一些要求承受高度压力或不令人愉快的工作
May alienate and lose a suitable applicant
会疏远或失去合适的候选人
May affect company’s public relations image
也许会影响到பைடு நூலகம்司公共形象
Relevant to only a few positions
只对个别职位适用
Group
集体面试
Easier to compare applicants
容易对不同应聘者做出比较
较难对不同应聘者做出比较
Harder to compare different applicants
Panel
组合面试
More impartial-group decision
更为公平：多人决定
花费多
Cost
Applicant closely observed
应聘者被更仔细地观察
Applicant may feel outnumbered or intimidated
应聘者会感觉人太多，或被胁迫
One panel member may notice or think of something missed by others
互为补充对方遗漏或忽略的信息
Panel may talk or argue among themselves
面试人会交谈或互相争论
Suited to higher level appointments