1. Supervisory Interviewing Skills
for Smart Hiring
Allison – lead off with video

2. AGENDA Interviewing – A Critical Leadership Role
Getting Ready for the Interview – Legally
Behavior Based Interviewing Technique
Let’s Practice!
Allison

3. Interviewing: A Critical Leadership Role
Why is it so important?
Average Replacement Cost = ⅓ to ½ of an employee’s Annual Salary
Up to 2X Annual Salary for Senior Exempt Employee
Allison

4. Business Growth directly tied to keeping knowledgeable employees !
Interviewing: A Critical Leadership Role
Company productivity levels are tied to retention.
High Turnover = Low Productivity
Gallup Poll Shows
Companies with Low Turnover Have:
38% Higher customer satisfaction scores
22% Higher productivity
27% Higher profits
Business Growth directly tied to keeping knowledgeable employees !
Allison

5. Get It Right The First Time!
Selection Process
Includes
Valid Predictors of Success
What are reliable predictors of performance?
1st Most Reliable
2nd Most Reliable
3rd Most Reliable
What Is Missing?
Allison
What do you think are the most reliable predictors of success in the selection process??
You would be surprised!!
1st - Cognitive Testing – your knowledge and ability to process thought, - reading test/test for specific skills that are required in the job
2nd - Personality Testing – right person in the right job – PI, DiSC (Patti - high A, high B, low C, low D)
3rd – Background/Reference checking – what do other people think of you – specifically past managers, not so much peers
Interviewing is 7th on the list!!

6. Conducting Legally Defensible Interviews
Structure all questions before the interview
Ask only job-related questions
Use a structured interview process
Treat all applicants the same
Pam
The scariest part, right??

7. Conducting Legally Defensible Interviews
Take only job-related notes
Base decision solely on job-related factors
Guard against biases, common pitfall in interviewing process
Interview for skills, not just personality
Pam

8. Interviewing: Legal Pitfalls to Avoid Legal or Not… Here They Come!
Pam and Allison
Let’s play a game!

9. OK…You’re Legally Prepared Make The Interview Count!
But Are You Ready?
Make The Interview Count!
Pam

10. Behavior-Based Interviewing Defined Past Evidence = Future Behavior
Applicants describe past behavior
Determines how situations will be handled
Past Evidence = Future Behavior
Pam

11. Preparing for a Behavioral-Based Interview
Prepare your behavioral based questions
Effective Questions:
Past Oriented
Specific
Behavioral
Non-leading
Open Ended
Probe
Ineffective Questions:
Future Oriented
General
Theoretical
Leading
Closed (yes or no)
Pam
The key to effective interviews is the questions you ask and how you ask them.
To get the right kind of information during the interview you need to ask the right questions.
Instead of “How would you … (future oriented)
Ask “How did you … (past oriented)
A behavioral example is a specific event that can be used to determine the presence or absence of a skill.
Leading - sets up obvious answers

12. Open Ended Questions Begin With:
Tell me about a time when you....
Give an example of a situation where....
Describe a scenario….
Utilizing contrary evidence and probing questions
Pam

13. Preparing for a Behavioral-Based Interview
Analyze job description/key responsibilities
- Technical Skills
- Performance Skills
Consider which are essential job functions
Determine the key skills to focus on during the interview
Pam – hand out job descriptions and behavior based questions
Technical Skills related knowledge and experience possessed (cost accounting, CAD, Power Point etc)
Performance (behavior) reflects the how a person gets a job done. (managing other employees, making and being responsible for decisions, dealing with other departments/public following procedures etc>)
For every person dismissed/let go because of lack of technical skills two are let go for lack of people/behavioral skills.

14. Job Analysis Exercise Position: Technical Skills Performance Skills
Coordinate product promotional campaigns (Customer Service Director)
Utilize precision measuring instruments (Assembler)
Performance Skills
Adaptable/flexible
Organizational skills
Team player
Pam

15. Let’s Practice…. Develop your position specific behavioral, probing and contradictory interview questions.
Pam

16. THANK YOU FOR YOUR PARTICIPATION!