InterviewingWhy are interviews unreliable?Remember…Clear GoalsStructured StyleNew Interviewing StyleThings To Do: Before The InterviewSlide 8Slide 9Examples of Situational Interview Questions and Scoring ScalesExamples of Situational Interview Questions and Scoring Scales (cont’d)Slide 12Examples of Behavioral Description Interviewing Questions and ScoringExamples of Behavioral Description Interviewing Questions and Scoring (cont’d)Slide 15Slide 16Things To Do: During the InterviewThings To Do: After the InterviewPrussia’s 7-Step ChecklistSlide 20InterviewingWhy are interviews unreliable?1. Too much mouth, not enough ears 2. Comparing apples to oranges3. Halo effect4. First impressions5. Contrast effects6. Attributional biases7. Lack of preparationInterviews should not be the sole selection tool utilized in interviewing applicants.Remember…Clear Goals1. Working together effectively2. Information about résumé, application, and testing3. Allow applicant to ask questionsStructured Style1. Structured interview v. Glorified Application Bank2. Structured interview"the questions are standardized, the information required is job related, the interviewers apply the same frame of reference to each applicant, and the information gathered is pre-organized to be rationally comparative and therefore useful".New Interviewing StyleHow do you get interviewers to change their interviewing style?1. Share Proof2. Provide recognition and awardsThings To Do: Before The Interview1. Who should be there?2. What training should interviewers have?Things To Do: Before The Interview3. Designing structured interview questionsa. Job analysisb. Address items not assessed earlierc. Job specific with pre-determined answersd. ValidatedThings To Do: Before The Interview4. Determining particular interview questionsa. Open-endedb. Situation/behavioralc. Customize some questionsExamples of Situational InterviewQuestions and Scoring Scales1. Your spouse and two teenage are sick in bed with colds. There are not relatives or friends available to look in on them. Your shift starts in 3 hours. What would you do in this situation?1 (low) I’d stay home—my family comes first.3 (average) I’d phone my supervisor and explain my situation.5 (high) Since they only have colds, I’d come to work.Examples of Situational InterviewQuestions and Scoring Scales (cont’d)2. A customer comes into the store to pick up a watch he had left for repair. The repair was supposed to have been completed a week ago, but the watch is not back yet from the repair shop. The customer is very angry. How would you handle the situation?1 (low) Tell the customer the watch is not back yet and askhim to check back with you later.3 (average) Apologize, tell the customer that you will check intothe problem, and call him or her back later.5 (high) Put the customer at ease and call the repair shopwhile the customer waits.Examples of Situational InterviewQuestions and Scoring Scales (cont’d)3. For the past week you have been consistently getting the jobs that are the most time consuming (e.g. poor handwriting, complex statistical work). You know it’s nobody’s fault because you have been taking the jobs in priority order. You have just picked your fourth job of the day and it’s another “loser.” What would you do?1 (low) Thumb through the pile and take another job.3 (average) Complain to the coordinator, but do the job.5 (high) Take the job without complaining and do it.Examples of Behavioral Description Interviewing Questions and Scoring1. It is often necessary to work together in a group to accomplish a task. Can you tell me about the most recent experience you had working as part of a group?(The following are probe questions.)a. What was the task?b. How many people were in the group?c. What difficulties arose as a result of working as a group?d. What role did you play in resolving these difficulties?e. How successful was the group in completing its task?f. How often do you work as a part of a group?2. Tell me about a time when you aided an employee in understanding a difficult policy.(The following are probe questions.)a. What was the policy?b. How did you know that the employee was having trouble understanding?c. What did you do or say that helped?d. How did you know that you had been successful?e. What steps did you take to change the policy?Examples of Behavioral Description Interviewing Questions and Scoring (cont’d)Examples of Behavioral Description Interviewing Questions and Scoring (cont’d)1 2 3 4 5DimensionsBottom 20 %Next 20% Middle 20%Next 20% Top 20%1. Working with groupX2.10.XApplicant Assessment Form for Scoring Behavioral Description InterviewExamples of Behavioral Description Interviewing Questions and Scoring (cont’d)Applicant Assessment Form for Scoring Behavioral Description InterviewDimension Dimension Score Weight (optional) Cumulative Total1. 5 x 25 = 125...10. 3 x 10 = 325......Things To Do: During the Interview1. Introduction2. Convey expectations3. Allow applicant to ask questions4. Ask structured questionsThings To Do: After the Interview1. Evaluate applicant’s responses2. Nonverbal communication?Prussia’s 7-Step Checklist1. Restrict the scope of the interview2. Limit pre-interview data3. Structure interview questionsa. Take notes4. Ask only job related questions5. Formalize scoringPrussia’s 7-Step Checklist6. Train interviewers7. Conduct interviewa. Plan setupb. Establish rapport/expectationsc. Ask open-ended questions, don’t interrogate, listend. Closee.