I need help with 8, 12, 13

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Chapter8InterviewingStartStrongtoRecruitSuccessfully_9th.pptx3.ppt
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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