STRUCTURED INTERVIEW

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Employee Recruitment

How did you find out about your most recent job?

Effective Recruitment Methods Should

Get the attention of the public
Screen unqualified applicants
Motivate qualified people to apply
Be cost effective
Be timely

Recruitment Methods

Formal or Direct
Media advertisements
Point of purchase
Direct mail
Employment agencies
College recruiters
Computer databases
Special events
Employee referral programs

Informal or Indirect
Situation-wanted ads
Direct applications
Employee referrals

Special Populations

The retired
The mentally or physically challenged
Ex-cons
Current convicts
People on public assistance
Other organizations’ employees
People in foreign countries
Temps

Recruiting a Diverse Workforce

Build long-term relationships with minority organizations
Learn how to effectively interview diverse groups
Advertise in minority-read publications
Recruit at historically black/female colleges
Provide minority role-models
at work
in recruiting materials

Media Ads
Only 10% of all jobs are advertised

Newspaper
Television

http://www.youtube.com/watch?v=HULEIgjf2MM

http://www.youtube.com/watch?v=nh7IG6A2j8U

Radio
Web sites
Billboards

Newspaper Ads

AVAILABLE: Good tasting soda. Consumers

must want 20 ounces of fluid, regular level of caffeine, and competitive price. If interested, purchase Coca-Cola from your neighborhood store.

Newspaper Employment Ads
Effective Print Ads

Creative
Attractive
Contain information about the job

C. Rinker Paving

Needs some good men:

asphalt foreman and full and part-time workers

Must be able to tell time
Must have hair short enough to see and hear
Must know address or make and model of car you are living in
Must have shoes and trousers
All nose and ear rings should be light enough not to interfere with your work
Must be able to go eight hours without drugs or alcohol
Must know left from right, right from wrong, and be able to use a phone
Must be able to check the gas and oil in a vehicle
Must be able to gulp down a sandwich in 30 minutes, and be able to work at least 30 minutes without going to the restroom or drinking something

If you need employment and can qualify, please call

368-9551 between 5 p.m. and 9 p.m.

Newspaper Employment Ads
Five Major Types

Apply in person
Call
Send resume
Blink box
Employment agency

Apply-in-Person Ads

Dress as if it were an interview
Be prepared to interview on the spot
Bring copies of your resume
Bring a black pen
Be nice to the receptionist

CUSTOMER SERVICE—Local home health company has an immediate, full time position available. Direct personal contact and requires a caring individual. Some typing and billing helpful. Competitive salary and benefits. Apply in person, 9 a.m. to 5 p.m., Mon-Fri., 2501 Williamson Road

Call Ads

Often used to quickly screen applicants
Practice your first few sentences
Be prepared for a short phone interview
Have your resume ready to answer questions
Have paper and pencil close by

Sales

Experienced sales people preferred. Neat and dependable. Flexible hours & good pay. Call 366-6071, 12 – 8:00 p.m., Tues-Fri; Sat. 10 a.m.-5 p.m.

Send Resume

Employer expects a large response
Type envelope if possible
Include cover letter
Do not use your employer’s stationary
Send
Immediately?
Wait a few days?

RECEPTIONIST

Local construction company has immediate opening for person with excellent telephone skills and professional manner to operate the switchboard and greet the public. Typing skills required. Send resume to: Personnel, Acme Co., Box 20069, Roanoke, VA 24018

Blind Box

Used when employer
doesn’t want incumbent to know
doesn’t want name in the public
Is afraid people won’t apply if they knew the name of the employer
Send resume immediately

Carpet Cleaning

Looking for clean cut, reliable, self-motivated person to clean carpet for growing business. Room for advancement. Must be at least 21 years old and have a valid drivers license. Send resume to Box P-271, c/o Roanoke Times & World News, P.O. Box 491, Roanoke, VA 24010

Employment Agencies

Types
Public
Private Employment Agency
Employer pays fee
Applicant pays fee
Executive search firms
Temporary employment agencies

Programmer/Analyst

$30 to $40’s + Fee Paid

Degree required. ASCS-BSCS. 1-2 years experience. 989-2831 Carol Day & Associates

Machine Operator

• ½ Fee Paid •

Will train on production equipment. Experience with fabric helpful. $13-$15 per hour. 981-0799 AAA Employment Agency

Types of Help-Wanted Ads
Exercise 4.1

Writing Help-Wanted Ads
Exercise 4.2

Point of Purchase Methods

Signs
Cash register receipts
On-hold phone recording (Papa Johns)
Restaurant placemats
Pizza boxes
Table tents
Sides of trucks

Brochures
Milk cartons
Book markers

Point of Purchase Methods You Have Seen
Exercise 4.3

Recruiters

Recruiters
Campus recruiters
Outside recruiters
Employment Agencies and Search Firms
Private employment agencies
Executive search firms
Public employment commissions
Job Fairs

http://www.youtube.com/watch?v=ZM-FKbUf2AQ&feature=youtu.be

Employee Referral Programs
Frequency of Use

Private Sector (SHRM, 2005)
50% have formal programs
66% use in some way
Public Sector
1% have formal programs (Trice, 1997)

http://www.youtube.com/watch?v=YRlFrYfkJjo&feature=youtu.be

http://www.youtube.com/watch?v=8FBHynJMXUc

Employee Referral Programs
Incentive for Referral

Incentive Given
88% if referral results in hire
2% if referral results in interview
4% for making a referral
Type of Incentive
77% provide financial incentive
23% give cars, gift certificates, trips, and other gifts
Amount of Incentive
Median is less than $1,000
12% have incentives over $2,000

Employee Referral Programs
Why are They so Effective?

Realistic job preview
Employees and friends are similar
Personality
Ability
Employee can help socialize friend when hired

Direct Mail Recruiting

Types
e-mail
fax
Postal
Postal Basic Facts
Response rate should be 1-2%
Make mailing creative and eye catching
Hand addressed mail gets opened most frequently, then typed names, followed by mailing labels

Direct Mail Success Stories

INTEGRIS
Mailed out 30,000 letters
Received 350 responses
Hired 5 nurses
Union Special
Illinois manufacturer of sewing machines
Had 10 openings for engineers
Sent 3,300 cards to Chicago area engineers ($5,000)
Received 100 responses
Interviewed 30 applicants
Allstate
Local unemployment was 2.9%
Previous help-wanted ads yielded 2 responses
14 data processing openings
Direct mail to local Allstate customers
Received 500 responses and hired 20 employees

Internet Recruiting

In 2010, 90% of employers planned to invest significantly in Internet recruiting
Three common Internet methods
Employer-based websites
Normal website
Company blogs
YouTube
Job boards
www.indeed.com
www.CareerBuilder.com
Social media
FaceBook, MySpace, & LinkedIn

http://www.youtube.com/watch?v=2Kf7sDme9VU&feature=related

Blogs
Podcasts

http://www.youtube.com/watch?v=fVrBnynnCz4

Offering Incentives

Bonus
signing
tenure
year-end
401k match
Relocation
Vacations
Flexible schedules
Educational assistance
Casual dress

Evaluating Recruitment Effectiveness

Time to fill
Retention rates
Cost per hire
Number of applicants
Job performance of new hires
EEO/diversity impact

Most Common Methods

HR Departments	Job Seekers
Newspaper ads	96	95
Networking	95	95
Employee referrals	91	92
Internet	88	96
Employment agency	76	81
Walk-ins	76	62
Temp-to-hire	75	65
Head hunters	74	89
Job fairs	70	76
Ads in trade journals	67	78
Community organizations	55	63
Minority job fairs	51	42
Website job applications	49	90

% Rating Method as Effective

HR Departments	Job Seekers
Networking	61	78
Internet job postings	58	48
Employee referrals	55	65
Head hunters	54	45
Newspaper ads	47	30
Website job applications	40	36
Ads in trade journals	37	37
Temp-to-hire	36	43
Employment agency	35	31
Job fairs	23	23
Job hotlines	22	19
Radio/TV advertising	21	15
Open houses	18	12

Why Recruitment Sources Should Differ

Informal sources provide realistic job previews
Different sources reach different types of people
Similarity of employee and person referred

What are the most effective recruitment methods you have seen?

Exercise 4.4: Creating a Recruitment Program

Humor Break

Name	Greg Bulmash
Sex	Not yet. Still waiting for the right person
Desired position	Company president. But seriously, whatever is available. If I was in a position to be picky, I wouldn’t be applying here.
Desired salary	$185,000 a year plus stock options and a Michael Ovitz style severance package. If that’s not possible, make an offer and we can haggle.
Education	Yes
Last position	Target for middle management hostility
Salary	Less than I’m worth
Most notable achievement	My incredible collection of stolen pens and post-it notes
Reason for leaving	It sucked
Hour available to work	Any

Preferred hours	1:30-3:30 p.m., Monday, Tuesday, & Thursday
Do you have any special skills?	Yes, but they are better suited to a more intimate environment
May we contact your current employer?	If I had one, would I be here?
Do you have a car?	I think the more appropriate question here would be, “Do you have a car that runs?”
Have you received any special awards?	I may already be a winner of the Publisher’s Clearing House Sweepstakes
Do you smoke?	In the job no, on my breaks yes.
What would you like to be doing in 5 years?	Living in the Bahamas with a fabulously wealthy dumb sexy blond super model who thinks I’m the greatest thing since sliced bread. Actually, I’d like to be doing that now.
Sign here	Aries

Structured Interviews

The Art and Science of

Structured Interviewing

Dr. Mike Aamodt

Radford University

Interviews Differ in Three Ways

Structure
Unstructured
Structured
Style
One-on-one
Serial
Return
Panel
Group

Medium
Face-to-face
Telephone
Videoconference
Written

Optimal Employee Selection Systems

Are Valid
Based on a job analysis (content validity)
Predict work-related behavior (criterion validity)
Reduce the Chance of a Legal Challenge
Face valid
Don’t invade privacy
Don’t intentionally discriminate
Minimize adverse impact
Are Cost Effective
Cost to purchase/create
Cost to administer
Cost to score

Unstructured Interviews are Not Optimal

They are:
Unreliable
Not valid
Legally problematic
Because they:
Are not job related
Rely on intuition, “amateur psychology,” and talk show methods
Suffer from common rating problems
Primacy
Contrast
Similarity
Range restriction (e.g., leniency, strictness, central tendency)

Common Unstructured
Interview Questions

Where do you see yourself five years from now?
What are your greatest strengths?
What are your greatest weaknesses?
What subject did you most enjoy in college?
Why should I hire you?
Why are you interested in this job?

Top Ten Stupid
Interview Tricks

A manager at Wells Fargo won’t hire MBA’s who take more than 60 seconds to scan the menu at lunch
A CEO wouldn’t hire applicants who salted their food before tasting it
Holiday Inn doesn’t hire applicants who smile less than four times during the interview
An HR professional wouldn’t hire applicants who didn’t have the back of their shoes properly shined
An auto insurance executive takes off points for education – “I don’t want the valedictorian, I want the kid who sold cigarettes in the bathroom.”

Top Ten Stupid
Interview Tricks

An HR manager asked applicants about their favorite book
A town manager likes to leave the room, not come back, and then wait to see how long an applicant will wait
An HR recruiter asks applicants, “If you could be any animal, what would you be?”
A local school superintendent won’t hire men with hair in their ears
Any interviewer who does not use structured interviews!

What interview horror stories have you heard about?

Structured Interviews are Optimal

They are:
Reliable
Valid
Not as prone to legal challenge
Because they:
Are based on a job analysis
Ask the same questions of each applicant
Have a standardized scoring procedure

Comparison

High Structure	Low Structure	Study
Validity	r = .57	r = .20	Huffcutt & Arthur (1994)
Gender Differences	d = .00	d = .23	Huffcutt, et al (2001)
Racial Differences	d = .13	d = .51	Huffcutt, et al (2001)

Dirty Harry Tries His Hand at Interviewing

(The Enforcer – DVD segment 6)

Structured Interview Goals

Understand the Applicant
Clarify and confirm resume information
Obtain new information
Predict Job Performance
Ask questions focused on past behavior
Ask questions focused on knowledge and skills
Ask questions focused on future behavior
Predict Organizational Fit
Use several interviewers
Combine interview impression with test scores
Sell the Organization to the Applicant
Provide information about the position/organization
Answer the applicant’s questions

Creating the Structured Interview
Steps

Conduct a thorough job analysis
Determine best way to measure each KSAO
Construct Questions
Determine rating anchors for each question
Choose two or more members for the interview panel

Creating the Structured Interview
Conduct a Thorough Job Analysis

Tasks performed
Conditions under which they are performed
KSAOs needed to perform the tasks
When KSAOs are needed
Before hire
After hire
Critical incidents of poor and excellent performance

Creating the Structured Interview
Determine Best Way to Measure each KSAO

Interview questions
Psychological tests
Simulations or job samples
Reference or background checks
Training and experience ratings

Identifying KSAOs
Exercise 4.5

Creating the Structured Interview
Construct Interview Questions

Clarifiers
Clarify resume information
Seek missing information
Disqualifiers
Past focus (behavioral description)
Skill or knowledge focus
Future focus (situational)
Organizational fit focus

Examples of Clarifiers

I noticed that you do not have an education section on your resume, could you tell me about your educational background?
I noticed a three-year gap between two of your jobs, could you tell me a little about that?
You were a bench hand at AT&T. What is that?
Why did you leave your job at McDonalds?

Examples of Disqualifiers

Can you work at least one weekend a month?
Can you work overtime without notice?
Do you have any felony convictions?
Would you be willing to treat a patient with AIDS?
Do you have a valid driver’s license?

Examples of Past-Focused Questions

When dealing with customers, it is inevitable that you are going to get someone angry. Tell us about a time when a customer was angry at you. What did you do to fix the situation?
The job of network engineer requires a good deal of customer service. Tell us about your previous customer service.
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.

https://www.youtube.com/watch?v=qKBubKO-798

Examples of Skill Determiners

A customer brings you his check book and says that he cannot get it to balance. What is he probably doing wrong? How would you explain the error to him?
A client calls and tells you that she has 10 computers in a 30’ by 100’ room and that she wants to network the computers. What questions would you ask her? What parts would you need to compile to complete the task?
Several months after installing the above network, the client calls and says that nothing will print on the printer. What could be going on?

http://www.youtube.com/watch?v=PXZe23jaXRc&feature=youtu.be

Examples of Future-focused Questions

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?
Imagine that you told a client that you would be there at 10:00 a.m. It is now 10:30 and there is no way you will be finished with your current job until 11:30. You are scheduled to meet another client for lunch at 12:00 and then be at another job at 1:15. How would you handle the situation?

Examples of Organizational-Fit Questions

Under what type of supervisor do you work best? Is there a type of supervisor for which you have trouble working?
What type of work pace is best for you?
Describe your sense of humor?
Describe your experience working with a culturally diverse group of people.

Developing Interview Questions
Exercise 4.6

Creating the Structured Interview
Construct Rating Anchors

Correct/Incorrect Approach
Typical Answer Approach
Key Issues Approach

Sample Question

You are working as a teller and have a long line of waiting customers. A customer runs to the front of the line and yells that he bounced a check and was charged $20, which caused other checks to bounce. He then swears at you and tells you that he will not leave until the problem is solved. You are unable to check on his account because the computer is down. What would you do?

Typical Answers Scoring

Because I do not have the information and the line is long, I would call my supervisor and have her talk to the customer in her office away from everyone else

While trying to calm him down, I would call my supervisor

I would try to calm him down and explain to him that the computer is down

I would explain that I cannot help him because the computer is down, and ask him to come back later

I would tell him to get to the end of the line and wait his turn

I would ignore him until he went away

Key Issues Scoring

___ Acknowledged the long line and concern for

other customers

___ Recognized the need to calm the customer

___ Recognized the need to get the customer

away from the other customers

___ Recognized that help could not be immediately

given because the computer was down

___ Was not confrontational with the customer

Scoring Interview Questions
Exercise 4.7

Conducting the Structured Interview
Choose Interviewers for Panel

Use at least 2 interviewers
Consider gender and race representation
Consider best format
Panel interview
Multiple interviews

Conducting the Structured Interview
Interviewing Applicants

Build rapport
Explain the process and the agenda
Ask the questions
Score the answer and take notes after each question
Provide information about the job and the organization (e.g., salary, benefits, climate)
Answer interviewee’s questions
End the interview on a pleasant note

After the Interview

Keep all interviewees informed of your progress
Tactfully reject the applicants who are not hired
Document, document, document

Exercise 4.11: Scoring Interviews

Structured Interview Clips

Resumes and Cover Letters

Dr. Mike Aamodt

Radford University

Views of Resumes

A history of your life

An advertisement of your skills

Characteristics of
Effective Resumes

Attractive and easy to read
white space
font
Does not contain typing, spelling, or factual mistakes
Makes the applicant look as good as possible

General Considerations

Length
Paper color and type
How it will be sent
mailed
faxed
scanned
Job objectives

Problems with Job Objectives

Limit job opportunities

Take-up valuable space and reading time

Are difficult to write

Types of Resumes

Chronological

Functional

Psychological

Important Psychological Principles

Primacy
Priming
Short-term memory
Relevancy
Negative information bias
Unusualness
Anderson’s adding versus averaging principle

Anderson’s Averaging Versus Adding Principle

Ted Gacy
Smart +3
Fun +3
Motivated +3

Sum 9.0
Average 3.0

John Bundy
Smart +3
Fun +3
Motivated +3
Well-dressed +2

Sum 11.0
Average 2.75

Sample Professional Strengths

Highest degree
Work experience
Computer skills
Other skills
Languages spoken
Leadership experience
International travel
Personal traits

Sample Highlights

Minor or concentration
GPA (overall, major)
Clubs
Leadership positions
Community service
Worked to finance education
Internships

Professional Experience

Include all relevant jobs
Can include
internships
volunteer work
For each job, include
dates
duties
level of performance
reason for leaving

Cover Letters

Cover Letter Paragraphs

Opening Paragraph
Here is my resume
This is the job I am applying for
This is how I know about the job
Second Paragraph
I am qualified
Here is why
Optional Paragraph
Why your organization?
Last Paragraph
Looking forward to hearing from you
Here is how to reach me

Opening Paragraphs

Advertisement in Newspaper

Enclosed find a copy of my resume. Please consider me for the sale associate position that was advertised recently in the Charleston Gazette.

Blind Application

Enclosed find a copy of my resume. Please consider me for any sales-related positions that are either now available in your organization or may soon become available

Referral from a Friend

Enclosed find a copy of my resume. Please consider me for the sales associate position that John Anderson—a friend and AT&T employee—told me was now available

General Points

Keep to one page
Don’t beg
Avoid sounding desperate
Avoid grammar and spelling errors
No officious words or phrases
No personal circumstances

Avoid curse words and insults
Don’t rehash your resume
Don’t bad mouth your former employer
Tailor your letter to each company
Direct to a particular person

April 18, 2015

Mr. John Smith

Alco, Inc.

217 West Street

Johnson, VA 24132

Dear Mr. Smith:

Enclosed find a copy of my resume. Please consider me for the position of welder that was advertised in the Roanoke Times and World News.

I believe I am qualified for your position. I have six years of welding experience in an industrial setting. Furthermore, I am a very dependable worker as shown by the fact that I have only missed two days of work in the last five years. Finally, I am available to work any shift at any of your three plants.

I look forward to hearing from you. I can best be reached after 3:00 p.m.on weekdays and anytime on weekends.

Sincerely,

Andrew S. Jones

Disastrous Openings
Cover Letters That Were Never Read

Dear Dave,

I call you that because I feel I’ve known you for years.

Dear Mr. Todd:

As Rod McKuen said so beautifully….

Dear Mr. Todd:

I would like to aply for the position of editoral asistent

Dr. Mr. Todd:

I have always dreamed of being a writer.

Dear Mr. Todd:

My mother told me I should …

FLASH!

Judy Carson is coming to Nashville and …

Dear Mr. Todd:

The Bible tells us “See and ye shall find.” So I am seeking ….

My dear Mr. Todd:

While vacationing on the Continent (a delightful time!), it occurred to me that…

Dr. Mr. Todd:

Your company appears to be violating the Equal Opportunities Amendment and to help you rectify the situation, I would like to…

Dear Mr. Todd:

Your company needs help …

Dear Mr. Todd:

You don’t know me, but …

Exercise 4.10: Writing a Resume

Applied Case Study: Recruitment at the Borgata Hotel Casino and Spa

Focus on Ethics

Ethical Communication