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1 Recruitment in a Career-banding World Office of State Personnel July 2008.

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Presentation on theme: "1 Recruitment in a Career-banding World Office of State Personnel July 2008."— Presentation transcript:

1 1 Recruitment in a Career-banding World Office of State Personnel July 2008

2 2 Selection Process Posting ScreeningInterviewing Assessing the Candidate Making Offer Leveling the Position Setting Salary

3 3 Why is this important ? Selection ….. based on relative consideration of qualifications using fair and valid selection criteria Promotional priority considered if ….. eligible employee and outside applicant have “substantially equal qualifications”

4 4 How? How do we best – review applications – interview candidates – and make a selection in a competency-based HR system?

5 5 The answer is …… Behavioral-based interviewing and competency assessment focused on competencies needed to succeed in the job

6 6 Because ……. “Past behavior is the best predictor of future behavior”

7 7 “Leveling” the Position Define the “business need” Describe the work Determine competency requirements. Establish minimum T&E Set position competency level

8 8 Posting ID Position Competency level Set Recruitment Range or Salary Range Add statement to consider lower level candidates? Add salary grade equivalency

9 9 Next in the Process ….. ScreeningInterviewing Assessing the Candidate

10 10 Selecting Applicants to Interview Use Applicant Selection Matrix ID Qualified & Most Qualified – Meet Minimum T&E – ID Competencies Indicated – Select Applicants to Interview

11 11 Exercise #1 Screening the Applicants

12 12 Next in the Process ….. ScreeningInterviewing Assessing the Candidate

13 13 Preparing for the Interview Use Interview Worksheet Review application Prepare questions based on competencies

14 14 Why spend extra time? Spend more time listening Consistent questions Get consistent results Re-use Impress candidates !

15 15 Reviewing the Application Develop Hypotheses about competencies ID Unanswered Questions about competencies

16 16 Exercise #2 Reviewing the Application

17 17 Preparing Interview Questions The Art of Asking Questions Behavior-based  Accomplishment Questions  Situational Questions  Direct Competency Probes Open-ended questions  Tell me about ……  Describe a time when …..  Give me an example of ……. Legally defensible

18 18 Comparison of Questions Traditional Predictable Straight-forward answers General Behavior-based More pointed (about a specific skill, knowledge or ability) More probing Situational – What would you do?

19 19 Examples of Questions Traditional What are your strengths and weaknesses? What problems did you face and how did you handle them? Describe a typical work week. Behavior-based Describe a decision you made that was unpopular and how you implemented it. What do you do when your work is interrupted? Give an example of how you handle it. Tell me about a time you worked effectively under pressure.

20 20 Sample Question #1 “Tell me about a recent problem that came up in your job for which old solutions would not work. How were you able to solve this problem?”

21 21 Sample Question #2 “Summarize the key principles of adult education and explain how to use them in instructional design.”

22 22 Sample Question #3 “Describe a situation where you were successful in getting people to work together effectively.”

23 23 Exercise #3 Practice Writing Questions (and follow-up questions)

24 24 Setting up the Interview Setting the Tone Physical Arrangements Establishing Rapport Describing the Purpose Describing the Next Steps

25 25 Basic Interviewing Skills Follow-up Questions “Peeling the onion” Active Listening Recording Interpreting Results

26 26 Evaluate Responses What did you learn about how the candidate demonstrated the competency? Another competency? Clear example? Answered question? Other concerns raised?

27 27 Responses to be wary of Feelings or opinions Theoretical statements Future-oriented statements Vague statements Missing or more components

28 28 “Describe some projects that you have been largely responsible for in a previous position.” Candidate describes specifically how s/he was responsible for initiating & completing several major projects; talks about results. Candidate says s/he was responsible for initiating & completing several projects. Candidate says s/he worked on projects but had no part in their initiation or responsibility for their completion.

29 29 “Think about a time when you had a number of important deadlines and your manager kept requesting different changes to a report that caused you to miss your deadline. What did you do?” Candidate says s/he discussed the conflict with the manager, suggested an alternative and agreed on how to handle it better next time. Candidate says s/he told the manager about the problem and how frustrating it was. Candidate says s/he decided to just work through lunch more often because the manager didn’t like to hear criticism.

30 30 Exercise #5 Rate the Responses

31 31 Next in the Process ….. ScreeningInterviewing Assessing the Candidate

32 32 Functional Competency Assessment Functional Competencies Comp. Level ExpectationsResults Level C J A Career Development Activities (include Supervisor and Employee responsibilities): Final Competency Assessment: Contributing (C) Journey (J) Advanced (A) Comments: Competency Assessment Discussion Employee Comments: Supervisor Comments:

33 33 Functional Competencies Comp. LevelExpectationsResults Level C J A Knowledge- Technical J General knowledge of applicable area of science to perform laboratory procedures and tests in support of research protocol. Knowledge and skills to adjust and calibrate instrumentation and equipment as needed with limited supervision. Operations – Research Support J Ability to conduct routine tests and procedures dictated by the research protocol. Ability to assist in the layout and maintenance of subject environment. Ability to mix and/or apply chemical and/or other materials. Data Collection J Ability to organize and tabulate data; ability to ensure quality control of data collection. Laboratory/ Subject Care J Ability to administer routine medications and prepares experimental and maintenance diets for research subjects according to established protocols and instructions; ability to observe study subject reactions. Initial Competency Assessment for Recommended Applicant

34 34 Exercise #6 Writing the Initial Competency Assessment

35 35 Next in the Process … Posting ScreeningInterviewing Assessing the Candidate Making Offer Leveling the Position Setting Salary

36 36 Setting Salary Financial Resources - amount of funding available when making pay decisions Appropriate Market Rate - market rate applicable to the competencies demonstrated by the employee Internal Pay Alignment - consistent alignment of salaries for employees who demonstrate similar required competencies in same banded class within work unit or organization Required Competencies - competencies & associated levels required based on organizational business need

37 37 Pay Based on Competencies JMRMin CRR ARR Max Contributing Journey Advanced Comp 1 X Comp 2 X Comp 3 X Comp 4 X Overall X recommended salary for Ann Petrie

38 38 Finishing the Process … Posting ScreeningInterviewing Assessing the Candidate Making Offer Leveling the Position Setting Salary


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