Interviewing to Hire the Best Presented by Diane

Interviewing to Hire the Best Presented by: Diane Holmes April 4, 2011

Seminar Objectives • Write/review/revise a job description with specific competencies • Apply behavioral interviewing techniques • Complete an effective reference check Key Resources • Novations Group, Inc. • High-Impact Interview Questions by Victoria Hoevemeyer, American Management Association, 2006

Everyone wants to hire the best. • What does that mean? • You want to hire an individual who will be successful in the job. Someone who will contribute and bring value to the organization. • There are three parts to this success: 1. Having the technical skills and knowledge 2. Having the functional skills and abilities 3. Being able to demonstrate the position’s competencies

Traditional Interview Questions 1. Walk me through your work history. 2. How would you describe yourself as a person? 3. What are your greatest strengths and weaknesses? 4. Where do you want to be in five years? 5. How would your boss describe you? Some may use situational/hypothetical questions or Brainteaser interview questions

Competency-based Behavioral Interviewing • Competency-based behavioral interviewing is a structured interview process that combines competencies with the premise that, with few expectations: – The best predictor of future performance behavior is past performance behavior And – The more recent the performance/behavior, the more likely it is to be repeated

Competency-based Behavioral Interviewing • The questions asked during CBBI are based on real situations that relate to the competencies for the position • Candidates are evaluated based on actual behavior/performance rather than on possible or potential behaviors/performance. • In CBBI, the interview asks the candidate to provide an example of a time when she/he demonstrated the competency rather than asking them if they have the competency and the answer will most likely be “yes”.

Competency-based Behavioral Interviewing • In order to use CBBI you need to: – Review/revise the job description – Identify required skills – Develop the interview questions based on required skills

Key Definitions for Developing a Job Description and Interview Questions • Technical Skills • Performance Skills • Essential Job Functions

To Determine whether or not a job function is essential ask: • • Does the position exist in order to have the function performed? Is the majority of time in the position spent performing the function? Are there negative consequences if the function is not done? Do personnel practices, precedents and documentation suggest the function is essential?

Research Technician Job Description (link)

To be successful given the essential job duties: • • Prior Experience is Desired Need Strong Attention to Detail Need Problem Solving Capability Be Proficient with Record Keeping Be Devoted to Accuracy Demonstrate Patience Demonstrate Perseverance

NGI 3846 112404 © 2004 Novations Group, Inc. All rights reserved. www. novations. com Start Your Questions With: • • Tell me about a time when… Give me an example… Think of a specific situation when… Walk me through a time in which you demonstrated… • An important skill for this job is ____. Describe a situation that demonstrates your strength in this area. • What types of experiences have you had in _______? Tell me about a specific situation.

NGI 3846 112404 © 2004 Novations Group, Inc. All rights reserved. www. novations. com Stay Legal • Ask job-related questions only • Be aware of basic laws • Consistently ask the same questions Avoid questions related to the following: • • Disability Age Religion National Origin Sex or Sexual Orientation Color Race/Ethnicity

NGI 3846 112404 © 2004 Novations Group, Inc. All rights reserved. www. novations. com Steps to Successful Structured Interviews • Set the stage – Build Rapport – Describe the behavioral interview process • Gain Behavioral Examples – – Ask questions (open-ended and behaviorally based) Allow for silence (10 -15 seconds) Probe (using SHARE) Take notes (using SHARE) • Seek a Balanced Picture (ask contrary questions) • Close (on a positive note) – Respond to candidate’s questions – Describe next steps

CBBI Interview Questions for: Attention to Detail Perseverance Patience Accuracy 1. Tell me about a time you needed to learn something quickly for a new task or project. How did you go about it? 2. Describe a time you wrote a report that was well received by others. 3. Tell me about a time where you didn’t document something that you wish you would have. 4. In many aspects of the work it is important to be error free. Describe a situation where you tried to prevent errors. 5. All jobs have unpleasant tasks. Tell me about the most unpleasant task you were required to do at work. Why or why were you successful in getting it done?

Interview Rating Sheet

Interview Evaluation Report link

The Reference Check • • How many years did you work with____? In what capacity? How would you describe____? On a scale of 1 -10, how would you rank his/her attention to detail? • • On a scale of 1 -10, how would you rank his/her degree of perseverance? • • • Can you tell me more? What was the overall quality of his/her work? Is there anything else you think I should know about him/her?

NGI 3846 112404 © 2004 Novations Group, Inc. All rights reserved. www. novations. com Talent. Selection® Process Flow Identify Skills Define Skills Develop Interview Questions Prescreen Candidates Plan for Interviews Conduct Interview Rate Skills • Organizational Skills • Job skills Technical skills Performance skills Use JOBS Models Job-related Open-ended Behaviorally-based Skill Definition-Based • Review Resumes • Provide Realistic Job Preview • Do Test (optional) • Conduct Phone Screen (optional) • Set the stage • Ask open-ended questions • Allow Silence • Probe using SHARE • Take careful notes • Maintain Rapport • Seek a balanced picture Interviews rate each skill on-by-one Determine the following: Who will be point of contact for Candidate? What type of interview? Who will review resume with candidate? Who will make job offer and discuss salary and benefits? Who will provide overview of job and company? What questions to ask? Who will what questions? Is it a team interview? Interviewers convene and review each rating Candidate is made an offer Interviewers come to consensus as to whom to hire Other candidates are notified of decision

Questions