We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published bySteven Anderson
Modified over 6 years ago
Interviewing Skills For Hiring Managers
© Business & Legal Reports, Inc. 0506 Session Objectives By the end of this session, you will be able to: Recognize legal and policy issues related to interviewing Identify styles and types of interviews Plan an effective interview strategy Develop good questions Conduct successful interviews Take precautions to prevent discrimination
© Business & Legal Reports, Inc. 0506 Session Outline Legal and policy issues Interview styles and types Planning strategies Interview questions Conducting and concluding interviews effectively Avoiding discrimination in hiring
© Business & Legal Reports, Inc. 0506 Why Interviews Are Important Interviews: Give you an opportunity to meet job candidates face-to-face Help you to assess a candidate’s strengths, weaknesses, and suitability for the job Provide you with the information you need for making the best hiring decisions
© Business & Legal Reports, Inc. 0506 Legal and Policy Issues Fair employment laws ASU’s EEO policy Discrimination complaints Discrimination lawsuits
© Business & Legal Reports, Inc. 0506 Types of Interviews Initial screening One on one Multiple interviews Selection committee Finalists’ interviews
© Business & Legal Reports, Inc. 0506 Plan Your Strategy Know and understand ASU’s policies and procedures Determine key selection criteria Prepare a description of the job and the organization Create an outline and develop interview questions Brief selection committee members on interview format Arrange for a quiet, private meeting place
© Business & Legal Reports, Inc. 0506 Plan Your Strategy (cont.) Be sure to allow enough time for each interview Anticipate interruptions Make sure you have the supplies you need Allow sufficient time between interviews
© Business & Legal Reports, Inc. 0506 Develop Interview Questions Review applications and résumés Prepare a list of questions Make sure questions relate to job qualifications Create open-ended questions Plan for easy follow-up
© Business & Legal Reports, Inc. 0506 Key Questions to Ask Specific duties? Typical day? Major accomplishments? Teamwork experience? Knowledge, skills and abilities? Why leaving current job? Salary expectations?
© Business & Legal Reports, Inc. 0506 Conduct the Interview Greet applicants Introduce yourself and others on the selection committee Break the ice Talk about the job and the organization
© Business & Legal Reports, Inc. 0506 Conduct the Interview (cont.) Focus on qualifications for the job Avoid stereotyping Allow silence Take notes
© Business & Legal Reports, Inc. 0506 Interviewing Don’ts Do not ask discriminatory questions Do not ask personal questions Do not allow superficial impressions to influence your decision
© Business & Legal Reports, Inc. 0506 Questions to Avoid Age Citizenship Disabilities Marital status Military service
© Business & Legal Reports, Inc. 0506 Questions to Avoid (cont.) Religion Non-professional affiliations Personal life such as spouse, children, or financial situation Arrest records
© Business & Legal Reports, Inc. 0506 Conclude the Interview Ask for additional questions Explain notification procedure Give an expected start date for the job Describe the next steps Thank candidates for coming Escort them to main reception area
© Business & Legal Reports, Inc. 0506 Review Your Notes Notes should be factual Avoid any opinions or personal biases Include job-related information only Keep notes on file for at least 1 year
© Business & Legal Reports, Inc. 0506 Evaluate Candidates Use your list of interview questions and responses Create a list of job qualifications Rate each interviewee using the ASU Hiring Matrix Make sure ratings and remarks are job- related Use a standard and consistent rating format
© Business & Legal Reports, Inc. 0506 Key Points to Remember Interviews are an essential part of the hiring process You need to be a skilled interviewer You must be able to plan, conduct, and evaluate interviews with job candidates Avoid potentially discriminatory questions and judgments Call Human Resources if any questions or to ask for help
Restaurant and Foodservice Operations Are Labor-Intensive
1 Hiring Employees 2 Employee Handbook Method to communicate personnel policies Avoids selective enforcement of rules Be sure to keep current Involve.
Lived Experience Recruitment Panel Members Training Workshop.
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.
Ch. 14–1 Business Communication Workshop Course Coordinator:Ayyaz Qadeer Lecture # 28.
Recruiting and Selecting the Best Employees
Interview Policies Avoiding inappropriate and illegal questions.
Welcome to Recruitment Guidelines & Resources
Interviewing Job Applicants - Supervisor Briefing
© 2003 Prentice Hall, Inc. 6-1 Instructor presentation questions: Chapter 6 Interviewing Candidates.
Welcome to Recruitment Guidelines & Resources California State University, East Bay Human Resources Department June 2006.
Hiring, Training & Evaluating Employees
Interviewing – Guidance on Appropriate Questions Reviewed April 2013.
Job Interview Techniques
OH 4-1 Screening Potential Employees Human Resources Management and Supervision 4 OH 4-1.
Make sure the resume is well presented and free of mistakes/misspellings. Relevant experience. Employment history. Measurable accomplishments.
© Boardworks Ltd of 29 Human Resource Management.
Effective Interviewing Techniques Clinton High School 401 Arrow Drive Clinton, MS
Job Descriptions How to Write Them Effectively. © Business & Legal Reports, Inc Session Objectives You will be able to: Define the purpose of job.
UCFUCF Non-Discriminatory Interviews at UCF Equal Opportunity and Affirmative Action Programs
© 2021 SlidePlayer.com Inc. All rights reserved.