1. Do’s and Don’ts of Interviewing

2. Decide if the Question is Legal Questions about family, child care marital status, age, race, religious preference or practices, arrests (as opposed to felony convictions which you can ask about), and clubs or social organizations are likely to result in discrimination charges from unsuccessful candidates. Review your questions to ensure they do not impinge on these protected areas. Are you legal?

3. Title VII of the Civil Rights Act of 1964 –Race –Sex –Color –Nation of Origin Age Discrimination in Employment Act (ADEA) Americans with Disabilities Act (ADA) Immigration Reform and Control Act (IRCA) –Citizenship –Nation of Origin Are you legal?

4. National Labor Relations Act (NLRA) –Union membership Uniformed Services Employment and Reemployment Rights Act (USERRA) –Membership or service in the uniformed services Bankruptcy Act Child Support Enforcement Act Are you legal?

5. Practice Should You Ask These Questions

6. Do not ask discriminatory questions Do not ask personal questions Do not allow false notions to influence your decision General Interviewing Cautions

7. Use an application – why? False indicators on resume –Education –Over stated experience –Question facts on resume –Ask for examples Beware of Resumes

8. If you are going to ask a job candidate a question must you ask it to all other candidates? Questions

9. When reviewing look for information related to the identified knowledge, skills, abilities, attitudes, and experiences. Review Questions / Applications & Resumes

10. Look for gaps in employment history; can indicate several things: Time to complete an education. Time to spend with a sick relative, have a family, or do full-time volunteer work. Serious illness or prison time. An inability to find work due to various reasons. Review Questions / Applications & Resumes

11. Identify each employment gap and formulate questions addressing those gaps. Look for “job hoping”, a succession of jobs, of relatively short duration which needs to be addressed in the interview. Review Questions / Applications & Resumes

12. Comparisons to previous candidates Discriminatory questions First impressions Primacy and Recently Halo Effect Cloning Effect Insufficient knowledge of the job Different weightings by interviewers Common Interviewing Problems

13. Who Will Conduct the Interview? An upper-level Supervisor or Manager If upper-level Supervisors or Managers want to do the interviewing, it is imperative that they remember they will not be supervising the candidate selected. If they select a poor candidate, the first line supervisor has to correct that mistake. Determine Interview Format: Who & How

14. Order the Questions: Start and end with a question that puts the applicant at ease. Give applicants breaks in questioning. –Alternate hard and easy questions. –Alternate long and short questions. –Alternate question intensity. Determine Interview Format: Who & How

15. If more than one person will be interviewing, decide who will ask which questions. Determine Interview Format: Who & How

16. Set an Interview Schedule When How long How much time between interviews When setting interview appointments, be fair to both the interviewers and the candidates being interviewed. Allow enough time for thorough interviews, and enough time between interviews to prepare for the next one. Determine Interview Format: Who & How

17. Decide How You Will Rate the Answers: Acceptable / Not Acceptable Positive / Neutral / Negative Other Determine Interview Rating

18. Set a Relaxed Atmosphere Interviews are intended to obtain the most accurate information possible about the capabilities and experience of the applicant. Behavioral questions will require the applicant to think hard about specific situations and actions. Candidates do this best in a relaxed setting. Greet them warmly. Use a brief ice-breaker such as a brief exchange about the hot or cold weather. Use an interview setting that is less formal… a table and chairs rather than a desk in a formal office. Noticing will be important during the interview, so be certain to have a table or some writing surface for note taking. Interview Candidates

19. Briefly Describe the Job A description of the job is a nice transition from the ice breaker to the actual interview. Include pertinent information about the primary functions of the job and any special challenges the job may pose. Don’t be afraid to point out realistic promotional opportunities the position may afford, but don’t make promises. You may not be able to keep them and they will come back to haunt you. Interview Candidates

20. Discuss Any Special Requirements of the Position Some positions have special requirements such as weekend work, extensive travel, evening shifts, or split shift. Now is a good time to discuss those requirements. Some positions involve peak workloads at specific times of the year. Discuss these requirements and the impact they may have on granting of leave. Any other special requirements should also be discussed. Paint a realistic view of the requirements of the job. Don’t sugar coat those requirements. Hiring an applicant who becomes unhappy or leaves shortly after being hired is counterproductive. Interview Candidates

21. Close the Interview A good closing question is, “Is there anything I have failed to ask you that you think I need to know to make a decision favorable to you?” After they responded, thank them for coming to the interview. Let them know you have others to interview and that Human Resources will be in touch regarding the selection. Keep the notes you have taken on all interviews. They will be invaluable when debriefing an unsuccessful candidate or responding to a charge of discrimination. Interview Candidates

22. Review the information gained from: Applications Transcripts Interviews Review

23. Select the Best … and so will you! Select the Best Orient and Train Them Mentor and Grow Them They Will Succeed

24. Sarah Davidson, PHR SarahDavidsonPHR@gmail.com 417.569.7710 Behavioral Interviewing

25. Two main styles of interviews –Traditional –Behavioral Interview Formats

26. Using Past Behavior to Predict Future Behavior Behavioral Interviewing

27. 1.Analyze the position to be filled to identify essential qualities 2.Determine what additional job related information is needed 3.Determine sources of information 4.Develop behavioral questions for the position 10 Steps to Better Selection

28. 5.Review questions / applications and resumes 6.Determine interview format: who & how 7.Interview candidates 8.Interview supervisors 10 Steps to Better Selection

29. 9.Decide which candidate best meets the established criteria 10.Select the best candidate 10 Steps to Better Selection

30. Knowledge Skills Abilities Attitudes Experiences Analyze the Position to be Filled

31. Education Records Licensure / Certification Special Awards References What information in addition to knowledge, skills, abilities, attitude, and experience do you need to select the applicant most likely to be a superior employee? Identify 3 to 4 items that are most important. Determine What Additional Job- Related Information is Needed

32. Interview Sources Interview Application References Transcripts

33. Premise: –Past performance can be the best predictor of future performance Objective: –Ask applicant to describe specific past performance –In specific areas you have identified important success in the position Develop Behavioral Questions

34. With Behavioral Questions Ask For: Specific Situations Experiences Specific Actions Outcomes Develop Behavioral Questions

35. Questions Focus on: What When Where Why How Who Behavioral Questions

36. Select a knowledge, skill, ability, attitude, or experience about which to write the question. From your analysis of the position you have a list of knowledge, skills, abilities, attitudes, and experiences that you identified as important to success in the position. You will be writing questions for each of those areas. Develop Behavioral Questions Step 1

37. Phrase a question that begins with: Tell me about a specific situation… Explain your experience in… Give an example to illustrate how you… Develop Behavioral Questions Step 2

38. Next, add a phase to: Elicit past performance specific to the know knowledge, skill, ability, and attitude identified as important to the position. Example: “Tell me about a specific situation where you had to be persuasive.” Develop Behavioral Questions Step 3

39. Finally, ask for: Specific Circumstances Actions Outcomes Example: “Tell me about a specific situation where you had to be persuasive. Who was involved in the situation? What actions did you take? What was the outcome? Develop Behavioral Questions Step 4

40. Example: “Tell me about a specific time when you resolved a difficult customer complaint. Describe your actions. What was the outcome? Develop Behavioral Questions

41. Traditional interviews are not specifically about the candidates performance, but usually structured answers that anyone can answer. Traditional interview questions are memorized answers. –Can you give me an example of a traditional interview question? Why Use Behavioral Related Questions?

42. Behavioral vs. Traditional Gut Not legally defensible Interviewer ”going with the flow” Gut Not legally defensible Interviewer ”going with the flow” Traditional Based on past behavior or hypothetical behavior Legally defensable Interviewer obtains performance knowldge about candidate Based on past behavior or hypothetical behavior Legally defensable Interviewer obtains performance knowldge about candidate Behavioral

43. Select Best Questions Review the questions you developed to select at least one for each knowledge, skill, ability, attitude or type of experience identified. The more important area might merit more than one question. Remember, the intent of the interview is to get a clear picture of the candidate’s past performance, so select those questions which best give a balanced view of the candidate. Past Future Performance Needs Review Questions / Applications & Resumes

44. THANK YOU!