I need help with 8, 12, 13
Chapter 8
Interviewing: Start Strong to Recruit Successfully
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Learning Goals
- Explain the role and responsibilities of the manager when interviewing
- Describe the steps necessary to prepare for an interview
- List questions that can and cannot be asked on an interview
- Discuss the interview process
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The Manger and the Interview
- Interviewing is the most widely used method to hire
- Interviewing may not be an effective means to find the right person for a job
- Each institution sets the process and standards for interviewing and the hiring process
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The Manger and the Interview
- It is often difficult to determine the true ability of a candidate in an interview
- Human Resource department involvement in hiring varies depending on the size of the organization
- Human Resources often screens for candidates to meet minimum qualifications
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The Manger and the Interview
- The perfect candidate is typically impossible to find
- The number of candidates interviewed varies according to the complexities of the job and the availability of qualified candidates
- The actual hiring decision should be done by the manager to which the future employee will report
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Candidates: Outside and Inside
- Candidates outside the organization
- May answer an advertisement or some type of recruitment
- Walk in to complete an application
- Most organizations have job postings that can be accessed both internally and externally
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Candidates: Outside and Inside
- Recruiting from within comes from
- Promotion
- Transfer
- Many organizations adopt a philosophy to develop their people and hire from within
- When hiring the long range needs of the organization / department should be considered
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Candidates: Outside and Inside
- Hiring from the outside and inside has positives and negatives
- For the most diverse perspective a mix of hiring from outside and inside is best
- All outside hiring stifles promotion and growth for present employees
- All inside placement can lead to inbreeding of thought and attitude, thus suppressing creativity
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How do you prepare to interview?
- Purpose of Interviewing
- To learn as much as possible about the applicants and their fit to the organization now and in the future
- Start with the Job Description
- Is the job description current and up to date?
- Are you knowledgeable about all aspects of the position?
- Have the job description available as a reference
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How do you prepare to interview?
- Understand all the job requirements
- Education and experienced required
- Skills and knowledge needed
- Job duties and responsibilities
- Supervision of others
- Responsibility for safety of others
- Equipment, Procedure, Process familiarity
- Physical demands
- Potential stressors
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How do you prepare to interview?
- Understand all the job requirements
- Job Duties
- Potential loss due to error
- Confidentiality requirements
- Contacts and relationships
- Sensory requirements--visual, auditory
- Working conditions / hours
- Compensation and benefits
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How do you prepare to interview?
- Carefully review the individual’s application and/or resume’
- Prepare sample questions to ask
- Conduct the interview in private
- Be aware that interviews are stressful
- Know what questions you can and cannot ask
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Guidelines for Questions You Cannot Ask
- All direct or implied requests for age, birth date, race, religion, national origin
- Age Discrimination in Employment Act
- Avoid all age questions
- Avoid questions about how long a person plans to stay at the job
- Managers are allowed to ask if a person is at the legal age to enter full time employment
- Evaluate applicants on individual capabilities not on your beliefs
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Guidelines for Questions You Cannot Ask
- All inquiries concerning disabilities
- Americans with Disabilities Act
- Questions must focus on the essential functions of the job / position
- Focus on qualifications and experience
- Requests for recommendations from past or present employer
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Guidelines for Questions You Cannot Ask
- Emergency Contact
- Questions about emergency contact(s) can only be asked after the person has been hired
- About Citizenship
- Immigration Reform and Control Act
- You are permitted to ask if the person is a US citizen, but this is typically addressed by Human Resources
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Guidelines for Questions You Cannot Ask
- About Military Service
- You cannot ask about the type of discharge
- You can inquirer about training received and experience as related to the position
- Family
- Cannot ask about marital status
- Cannot ask what is their maiden name
- Can ask about another name if relevant
- Cannot ask about the person’s spouse
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Guidelines for Questions You Cannot Ask
- Affluence
- You are unable to ask the applicant is they own a home
- You are unable to ask about car ownership/availability
- If driving is part of the job you can ask if the person has a driver’s license
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Guidelines for Questions You Cannot Ask
- Credit Standing
- You cannot ask if wages have ever been garnished or attached
- You cannot ask about outstanding loans or financial obligations
- Requesting height or weight
- Questions regarding activities outside of work
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Guidelines for Questions You Cannot Ask
- Preemployment Testing
- Avoid administering qualification tests
- Preemployment tests should be left to Human Resources
- Education
- You are unable to ask about completion of high school or college graduation
- You are allowed to ask for proof of a credential if required for the job
- You can ask about the ability to read and write and understand directions
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Guidelines for Questions You Cannot Ask
- Arrests and Convictions
- Questions should not be asking about arrests.
- Being arrested is different from being convicted
- Questions about convictions varies from state to state
- It is best to avoid this line of questions
- About union activity or affiliation
- If receiving social security
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Guidelines for Questions You Cannot Ask
- Union Membership
- You may not ask about union involvement, organizing or involvement
- Social Security
- You should not ask the applicant if they are receiving social security benefits
- Salary History
- Asking questions about salary history should be avoided
- Do not use information that a applicant volunteered sway your decisions
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Questions to Ask
- Asking open ending questions is good to allow for conversation and learning the most about the applicant
- Types of Questions
- About career goals
- Where they see themselves in 5 to 10 years
- Prior employers and reasons for leaving past jobs
- What they liked or disliked about previous work positions
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Questions to Ask
- Types of Questions
- How they learned about the job opening
- About educational background
- Questions about their strong points? Weaknesses?
- Always ask permission to check references with former employers
- You can ask questions about gaps in employment
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References
- Never check an applicants references without their permission
- Reference checking is typically conducted by the human resource department
- Reference information used in making employment decisions should be objective, fact-based, and verifiable
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References
- Always follow the guidelines when checking references
- Reference checking may be limited to job titles and dates of employment
Conducting the Interview
- Put the applicant at ease/install confidence
- Ask about the weather
- Ask if they would like a beverage
- Avoid short-answer questions
- Avoid yes or no questions or questions that will provide little information
- Ask “tell me” questions
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Conducting the Interview
- Avoid leading questions
- Don’t try to have the candidate tell you what you want to hear
- Ask one question at a time
- Asking questions with two parts often results in an inability to answer the question correctly
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Conducting the Interview
- Take minimal notes
- Never write on the resume
- Use appropriate language
- Speak to the appropriate level of education, knowledge, and understanding
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Conducting the Interview
- Do more listening than talking
- Let the candidate speak 80% of the time as you will learn more about the candidate to help you make a decision
- Promise follow-up and follow-up
- Provide a realistic time frame as to when the candidate may hear from human resources
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Follow Up
- For all candidates that were not hired some type of follow-up should occur to complete the interviewing cycle