2013 – 2014 hcla: session six behavioral interviewing and hiring session slides 1
TRANSCRIPT
2013 – 2014 HCLA: SESSION SIX Behavioral Interviewing and Hiring
SESSION SLIDES
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Click to edit Master title style
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Interviewing and Hiring: Getting The Best
“I am convinced that nothing we do is
more important than hiring and
developing people. At the end of the day
you bet on people,
not on strategies.”- Larry Bossidy
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How much do you know about interviewing?
Let’s Find Out….
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TEAM ACTIVITY
Protected Groups
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Local/ State or City• Sexuality• Legal Activities not done in the workplace
Federal• Race• Color• National Origin• Religion• Age• Sex• Disability, real or perceived
• Pregnancy
What Not To Ask….
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Race or color National origin
Sex Marital Status
Age Disability, Workers’ Comp
Name – changed, different, maiden
Own a home
Birthplace Photo
Citizenship Language -How acquired ability to speak foreign language
Children Arrest Record
Relatives not employed by company
Own a car
Dishonorable discharge Clubs, societies, lodges, etc
Where to Begin?
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Identify the criteria for success
Identify the criteria for success
Create questions to probe
for success characteristics
Create questions to probe
for success characteristics
What kind of questions should I ask?
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Open Ended - Questions that start with: How, Who, Why, What, Tell Me About, Explain, Describe, Give Me An Example
Applicant does
80% of talking
Legal AllowedQuestions must comply with legal guidelines
What kind of questions should I ask?
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What kind of questions should I ask?
Disqualifiers
PRIOR TO BEGINNING the interviewidentify whether applicant meets themost BASIC JOB REQUIREMENTSCan be closed-ended questions
Job-Related
Determine requirements, qualifications, characteristics necessary for jobJob-related is ALWAYS legal
What kind of questions should I ask?
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Motivational
Determine applicant’s motivation or reason for behaving in certain way
What kind of questions should I ask?
What are the best questions to find the right person?
Behavior-oriented
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The best indicator of future behavior is past behavior
Questions are about how applicant has handled situations in past
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“It’s not a job skill we normally look for, but it could help us cut our corporate travel budget.”
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Good Communication Skills
Tell me about a situation where you had to handle
an irate visitor. Specifically, how did you resolve
the problem? What did you do to diffuse this
individual’s anger? What was the ultimate result?
Following Directions
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Tell me about a situation where your manager
directed you to do something you did not want to
do or felt was not within your job responsibilities.
How did you handle it? What did you do?
Teamwork
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Give me an example of a
situation where you had to
work as a team with other
employees to get a job
done.
What did you do?
How did you handle the
conflicts that arose?
Click to edit Master title style
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Tell me about the last time you took initiative to
accomplish something not ordinarily required of
you?
What did you do? Why did you do it?
Initiative
Experience
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What were your responsibilities in your last job?
What did you like best about your last job? Why?
What did you like least about your last job? Why?
Why did you leave your last job?
Develop Questions
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List Five Characteristics/Criteria Necessary for Success:
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2.
3.
4.
5.
Develop One Question for Each Success Criteria:
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2.
3.
4.
5.
Activity
Basic Interview Format
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Review completed application prior to interview
Ensure all basic qualifications are met
Prepare
Introduction
Establish comfortable atmosphere for applicant
Introduce self by name and job title
Explain interview process - you ask questions FIRST, then the applicant can ask questions
Ask Questions
Applicant talks, you LISTEN
Take notes – Do Not Write On Application Form
Explain Job
Applicant Asks Questions
Answer questions honestly
Don’t promise what you can’t deliver
Close the Interview
Thanks applicant
Explain what applicant can expect – time frame, other interviews
Reference Checks
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Calling for References
Ask anything – as long as it’s work-related
Don’t call Human Resources; call supervisors, colleagues, subordinates
Take notes – not on application form. Document who you spoke with, when, what, etc.
Answering Reference Calls
Know the organization’s – Name/Rank/Serial Number
Colorado Law – Protects employers who give honest, documented, job related information
“My most valuable business skill? I know how to make you feel like the most important person in the whole world!”
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Practice
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Worst and Best Interviews
With a partner, talk about the worst and best interviews you’ve had.
What were the reasons they were negative or positive?
Probe for 2 success criteria with interview questions that you created previously.
Ask at least one follow up question for each characteristic/ criteria.
Switch roles.
Activity
Interview Questions
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Caroline Fisher Chris Moffet
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