5 Steps for Successful Interviewing and Selection

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Information about 5 Steps for Successful Interviewing and Selection
Business & Mgmt

Published on December 29, 2013

Author: robinschooling

Source: slideshare.net


The sustained success of any organization depends upon hiring the right people, in the right job, at the right time. Planning for human resources needs, specifically defining the necessary competencies and capabilities needed, is one of the greatest challenges facing managers. The journey to successful interviewing and selection begins with an understanding of these 5 basic steps.

5 Steps for Successful Interviewing and Selection Robin Schooling, SPHR December 2013

Goals •  Hiring the right people for the right jobs •  Having a fair, equitable and legally defensible process •  Providing value to both interviewers and candidates

Step 1 Have a Plan

“If you don't know where you are going, you might wind up somewhere else.” - Yogi Berra

Determine Job Requirements •  Need to know (knowledge and skills) •  Need to do (behaviors) •  Likes/dislikes (motivation and fit)

Competencies •  Observable and measurable KSAs, attitudes and behaviors •  Align to organizational business strategy •  Competency —> Competency Model

Goal Learn as much about each candidate as possible and effectively evaluate the data you’ve collected in order to make the most informed decision

Step 2 Develop a System

“If you can’t describe what you are doing as a process, you don’t know what you’re doing.” – W. Edwards Deming

Think about… …the recruiting funnel …where are your decision points?

When will you communicate… • … with your candidates?

Data Gathering •  Interview Questions •  Interview Notes •  What other ‘data’ do you need?

Data Evaluation

Step 3 Find your Style

“I like guitars in the Fender style because they have skinny necks.” - Kurt Cobain

Interviewing Style • Situational/Theoretical • Stress • Behavioral

Types of Questions • Closed • Open • Leading • Probing • Follow-up

Step 4 Set the Structure

“The structure of a play is always the story of how the birds came home to roost.” – Arthur Miller

Format Have a Beginning: Greetings and intro; build rapport; explain format and structure to candidate Have a Middle: Review jobs/experience; ask behavioral and follow-up questions; ask questions to determine motivation and fit Have an End: Explain position, organization and role; answer candidate questions; define next steps

Gather Data Use an Interview Guide Take Notes

Rating Scale/Evaluation Method •  A,B,C…1,2,3 •  Less than Acceptable -> Acceptable -> More than Acceptable (too much of a good thing?)

Step 5 Make a Decision

“Men like a ref decision because they just want to get back to the game.” - Jerry Seinfeld

Evaluate the Data •  Similarity/relevancy to job •  Impact (how meaningful and/or significant?) •  Recency of behavior/action

Are there competencies that are trainable after hiring or would they be difficult to develop?

Take Five •  Step 1: Have a Plan •  Step 2: Develop a System •  Step 3: Find your Style •  Step 4: Set the Structure •  Step 5: Make a Decision

Robin Schooling, SPHR www.silverzebras.com robin@silverzebras.com

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