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Interviewing for Success 1. Hiring well is crucial to IS&T’s success 2 These guidelines provide an overview of the interview process and the importance.

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Presentation on theme: "Interviewing for Success 1. Hiring well is crucial to IS&T’s success 2 These guidelines provide an overview of the interview process and the importance."— Presentation transcript:

1 Interviewing for Success 1

2 Hiring well is crucial to IS&T’s success 2 These guidelines provide an overview of the interview process and the importance of effective communication. Having the right tools and making sure the hiring process is consistent are key.

3 Agenda 3 Plan the interview Conduct the interview Post interview Policies Resources

4 Plan the Interview 4 Appoint someone to own the process Find an interview room Determine who covers what content Make sure all interviewers have candidate resume, interview schedule, job description and any focused questions for the interview Make sure messages are consistent Verify applicant has directions to meeting location

5 Tips for preparing for the interview 5 1.Clear your mind of other concerns/Focus attention on arriving candidate. 2.Reread the resume/application. 3.Review your planned opening. 4.Plan out and document your questions. Try to ask each candidate the same questions so you may assess the candidates equally. 5.Build rapport, explain interview agenda. 6.Introduce yourself and define your role in the process. 7.Conduct the interview consistently and objectively. 8.Follow the 80/20 rule: make sure the candidate does most of the talking.

6 Exercise Discussion: Case scenario 1 Case scenario 2

7 Conduct the Interview 7 Host the applicant Be on time Greet/Make introduction Offer refreshments/restrooms Open the Interview Set the agenda, including the amount of time for the interview and whom they will be meeting Provide information about your history/experience with the organization

8 Conduct the Interview Interview Tool Verify work history & job performance Explore roles & capabilities Focus on core competencies Examples: team orientation, customer focus, flexibility & adaptability Allot time for additional comments & questions from applicant Wrap up/next steps in process 8

9 Conduct the Interview Interview Tool (cont’d) Ask Your Questions Qualify their Experience/Skills Validate their Education/Technical Credentials Discover their Opinions on important aspects of the job Ask questions based upon selected core competencies 9

10 Open, Closed and Neutral questions 10 Open questions Encourage applicant to talk freely Provide an in-depth answer Should be used 75% of the time Start with What, How, Why, Describe, or Tell me Closed questions Are not lead questions Limit candidate’s response Usually yield a yes/no answer Help confirm/clarify and can control a talkative candidate Start with Did, Do, Is, Have, Will, or Would

11 Listen for these response follow-up flags 11 The following words are all cautions that you aren’t getting a true behavioral response: ̶ Usually ̶ Typically ̶ Would ̶ Should ̶ Feel ̶ Normally ̶ I can’t think of an example ̶ We/team

12 How to take notes during an interview 12 Tell the candidate at the start that you will be taking notes. Position notes should be private. Take notes throughout. Use key words or phrases. Pause when necessary. Base notes on core competencies. Keep official documents clean. Do not write on the resume. Keep your notes separately. Do not take notes on personal information that may have been inadvertently disclosed.

13 Conduct the Interview 13 Legal Dos and Don’ts If in doubt, leave it out Avoid questions dealing with: Age Gender Marital status Ethnic origin Religion Sexual orientation Disabilities

14 If a candidate discloses personal information 14 What to do if a candidate inadvertently discloses personal information, such as age, national origin, marital status, number of children, pregnancy, etc.: 1.Continue the interview as if the statement had not been made. Proceed to job-related questions. 2.Ignore the statement to reduce the potential for allegations of discrimination.

15 Conduct the Interview 15 Closing the Interview Set decision making timeframe Distribute your card, marketing literature, and other takeaways Invite the applicant to follow-up with any questions/issues Thank them for their time Hand-off to the next interviewer, if relevant

16 Post Interview 16 Debrief after the Interview Regroup as a team Assess the applicant(s) and decide next steps refer to Assessment (handout) Inform the candidate and IST-HR of your decision Validate the Applicant Establish a realistic timeframe Reaffirm the candidate’s interest

17 Exercise Discussion: Evaluating Interview Questions

18 MIT Policies 18 1.0 Employment Policies 2.0 Hiring Policies 7.1.1 Nondiscrimination Policy 7.1.2 Equal Opportunity/Affirmative Action Policy 7.1.3 Affirmative Action Serious Search Policy

19 MIT Resources 19 Human Resource Officers Compensation Staffing Services Disability Services New Employee Orientation Benefits

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