Conducting Effective Interviews June 12 at 7 pm

Conducting Effective Interviews June 12 at 7 pm CST

Fellows Management Leads Webinar Stefan Schaffer, Organizational Development Manager, Twitter: @schafferstefan

Goals for This Session 1 Understand the importance of the interview for the Fellow selection process 2 Understand what to look for in a prospective candidate 3 Gain skills to be an effective interviewer 4 Get ready to find some awesome Summer Fellows!

Agenda for This Session I. Introduction and Goals II. Importance of the Interview III. What Makes a Good Candidate? IV. Interviewer Best Practices V. Interview Process VI. Next Steps, Debrief, & Closing

The Interview: Why is it important? • Allows you to get to know the candidate outside of their application • Provides an opportunity to fill in gaps in the candidate’s resume • Tests the candidate’s ability to communicate effectively • Serves as an initial test of commitment

Agenda for This Session I. Introduction and Goals II. Importance of the Interview III. What Makes a Good Candidate? IV. Interviewer Best Practices V. Interview Process VI. Next Steps, Debrief, & Closing

What makes a good candidate? Recruiting Summer Fellows: What are some Must-haves? Nice-to-haves? What Does It Take to Do the Position Well? Must-Haves Committed to OFA’s priority issues Adaptable Attention to detail; highly-organized Clear communication skills Able to work with others well Nice-To-Haves Prior knowledge / experience in organizing Familiarity with social media

Agenda for This Session I. Introduction and Goals II. Importance of the Interview III. What Makes a Good Candidate? IV. Interviewer Best Practices V. Interview Process VI. Next Steps, Debrief, & Closing

Interviewer Best Practices The Interview Process • Review the candidate’s application materials. Before • Brainstorm questions to ask. • Follow the general guidelines to be provided. During • Be engaged—take notes, ask follow-ups, etc. ! • Write down your thoughts on the candidate. After • Follow-up with ALL applicants.

Agenda for This Session I. Introduction and Goals II. Importance of the Interview III. What Makes a Good Candidate? IV. Interviewer Best Practices V. Interview Process VI. Next Steps, Debrief, & Closing

Before the Interview What should you look for in a resume? • Demonstrated commitment • Ability to describe accomplishments • Leadership experience • Prior organizing experience

Before the Interview Set aside time in your own schedule to proactively reach out to interviewees. If they are unavailable when you call, leave a voicemail, encouraging them to call you back with a time that works within your schedule.

During the Interview 1. Introduction & Personal Story 2. Overview of the Summer Fellowship Program 3. Questions for Applicants 4. Questions from Applicants 5. Hard Ask / Next Steps 6. Assessment

During the Interview 1. Introduction and Personal Story 14

During the Interview 2. Overview of the Summer Fellowship Program 15

During the Interview 3. Questions for Applicants Leadership/Team Experience Self-Narrative Situational Administrative 16

During the Interview Take a minute to think about some questions you might want to ask. Leadership/Team Experience Self-Narrative Situational Administrative Be ready to share!

During the Interview 4. Questions from Applicants 18

During the Interview 5. Hard Ask / Next Steps 19

During the Interview 6. Assessment 20

After the Interview You must follow up with ALL candidates you interview, whether or not they are accepted into the Summer Fellowship Program. Example Rejection E-mail

Agenda for This Session I. Introduction and Goals II. Importance of the Interview III. What Makes a Good Candidate? IV. Interviewer Best Practices V. Interview Process VI. Next Steps, Debrief, & Closing

Debrief What is the most valuable thing you learned today? How will this help you better achieve the deliverables of your job? What remaining questions will you have?

Key Takeaways • The interview process allows you to get to know the candidate and evaluate his or her ability to communicate and level of commitment. • The interview process consists of three phases (before, during, and after): • Before: Set aside time in your own schedule to call candidates. • During: Be engaged! • After: Follow up with EVERY candidate.

Next steps • Work with your point of contact to develop a plan for interviewing the applicants—to be finished by the end of June! • Make sure you have access to the Fellows VAN Committee. • Set benchmarks goals for completing the interviews. • Begin tracking progress of interviews.

Thank you!