Published on December 29, 2013
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?
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 email@example.com
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