1. Starter Question Think about a job you have had. How did you learn what was expected of you? How did you know who to talk to and how to behave? Activity: Discuss a way to make the instructions provided before an airplane takes off (the safety card information talk) more engaging and useful.

2. Goals of Interviewing Employer’s goals Screening  Determine if you are their company’s “type of person”  Determine Knowledge, Skills, Abilities and Other characteristics (KSAO)  Figure out job assignment and salary  Skills testing  Assess your interpersonal and communication skills  Find out if you are open to change and criticism  Start assimilation  Introduce company norms Cost effective and legal Potential employee’s goals Learn about the corporate culture, management, co-workers Better understand the job and requirements Determine growth opportunities and company’s potential

3. Chapter 16 Organizational Culture McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved. Many of these steps are completed by recruiters and not hiring managers

4. Recruiting Effective recruiting should:  Get the attention of the public  Motivate qualified applicants and screen out unqualified ones  Be cost effective  Be timely Ways of recruiting:  Media advertisements  Point of purchase  Employment agencies  Recruiters/Recruiting fairs  Web databases – 56% of all resumes sent via the internet  Employee referral programs Only 10% of all jobs are advertised

5. Chapter 16 Organizational Culture McGraw-Hill/Irwin Copyright © 2009 by The McGraw-Hill Companies, Inc. All rights reserved.

6. Interviews Variations Type  Questioning - who you are and how you think  Behavioral - what you do in certain situations  Simulations - actual performance in mock situations Style  One-on-one  Serial or Return  Panel  Group Medium  Face-to-face  Mediated (Telephone or Video conference)  Written

7. Interview Question Types Clarifiers I noticed a three-year gap between two of your jobs, could you tell me a little about that? Disqualifiers Can you work at least one weekend a month? Past-focused This job involves persuading employees to follow our safety rules. Tell us about a time in the past when you had to persuade an employee to do something. Future-focused Suppose that you were scheduled to work on Saturday. A friend calls on Thursday and says that you get to use a condo at the beach for free—but it has to be this weekend. What would you do? Skill determiners Several months after working with a client, he calls and says that nothing works. What could be going on? Organizational fit What type of work pace is best for you?

8. Interview Questions Part II Illegal questions include those about: Biology- pregnancy, disabilities, gender, etc. Age Partnering - sexual orientation, marital status, etc. Religion Military service Guideline for handling questions Catalog your strengths and successes Identify weaknesses that are common or not damaging Try to determine what is really being asked Have a few clear examples that you can use Rehearse answering likely questions

9. What you can do to increase success How to prepare for interviews Write a resume  Use active verbs  Detail relevant experience  Keep it short; one page is ideal Compile a list of relevant references Look professional - clothing and grooming Develop themes you want to cover BeforeDuring After -Research company -Avoid over selling-Send thank you -Come up with questions-Ask for next step-Reflect -Find where interview is-Answer questions -Arrive early-Address employer’s needs

10. Reasons for not being hired Most frequent reasons for not hiring a candidate include*: Poor personal appearance “Know it all” and overbearing attitude Lack of interest and enthusiasm Inability to express ideas clearly Rudeness Did not listen well Evasive and dodged questions *According to a Northwestern University survey