Strategic Hiring And Retention Interview Guidebook
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Strategic Hiring And Retention Interview Guidebook

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Interviewing Candidates

Interviewing Candidates

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  • 1. Strategic Hiring & Retention INTERVIEW GUIDEBOOK Presented by: Araceli Martin Human Resources Generalist
  • 2. Staffing Flowchart Staffing Need is identified by Supervisor Hiring Manager send Staffing Communication Packet to HR Staffing Communication Packet Received Completed Staffing Communication Packet is sent back to Hiring Manager Failure to submit a complete Staffing Communication Packet prolongs approval for position to be advertised or hired. Yes No Supervisor and CEO discuss the hiring justification, job description, salary range, start date, etc. Not Approved, further need for justification or denied Staffing Communication Packet Approved – The Go Ahead to Advertise & Hiring given.
  • 3. Interviewing and Assessing Job Candidates
    • Prepare for the Interview
      • Review relevant documents
      • Identify Core Competencies required for the job
      • Develop Behavior-Based questions
      • Review “Begin the Job Interview”
      • Estimate the time to complete the interview
      • Review the Application for completion ^
  • 4. Interviewing and Assessing Job Candidates Continued
    • Begin the Job Interview
      • Build rapport
      • Clarify the purpose
      • Review the interview agenda
      • Describe the job as well as the benefits of working at EDWARDS LABEL
      • Review applicant’s prior job experiences
  • 5. Interviewing and Assessing Job Candidates Continued
    • Collect Data
      • Ask Behavior-Based Questions
      • Probe, check, and clarify
      • Record responses
  • 6. Interviewing and Assessing Job Candidates Continued
    • Assess and Select the Candidate
      • Complete individual rating sheets
      • All interviewers meet as a group to discuss candidates
      • Complete group rating sheet
      • Reach Consensus
  • 7. Interviewing and Assessing Job Candidates Continued
    • Conclude the Interview
      • Ask applicant if he or she has any questions, and respond to them
      • Ask applicant why working at EDWARDS LABEL would be a good “fit” for him or her
      • Restate the benefits of working at EDWARDS LABEL
      • Describe next steps, and thank applicant for his or her time
  • 8. Prepare for the Interview Checklist of Steps
  • 9. Checklist
    • Review relevant documents on the job applicant.
    • Identify the Core Competencies required for the specific job position.
    • Develop Behavior-Based Questions, which link to Core Values and Core Competencies.
      • Review the Behavior-Based Questions in your “Core Values and Core Competencies Questions” booklet. Select the appropriate questions and develop new ones, and record them on the Interview Worksheets in the Interview Guidebook.
  • 10. Checklist Continued
    • Review “Begin the Job Interview”
    • Estimate the time to complete the interview, and set your pace to meet the available time.
  • 11. Begin the Job Interview Checklist of Steps
  • 12. Checklist
    • Build rapport with the applicant by welcoming him or her and making an appropriate statement.
    • Clarify the purpose of the interview
      • Possible statements:
        • To get to know your background and job qualifications.
        • To help you understand EDWARDS LABEL and the job positions.
        • To determine if there is a good job “fit”.
  • 13. Checklist Continued
    • Review the interview agenda with the applicant.
    • Describe the job.
    • Describe the benefits of working at EDWARDS LABEL.
    • Review the applicant’s prior job experiences. Record the applicant’s responses on the Prior “Job” form.
  • 14. Prior Job
    • Job Title:______________ Dates:_______
    • Major Responsibilities:
    • What did you like most about the job? Why?
    • What did you like Least? Why?
  • 15. Collect Data During the Interview Checklist of Steps
  • 16. Checklist
    • Ask Behavior-Based questions which are open-ended and specifically focus on past job experiences.
      • Explain to the applicant that you will be asking specific questions about his or her prior work experiences that directly relate to the Values, skills, and knowledge required for the job. And, you will be taking notes to capture what is said.
        • Probe with additional questions until you have the data you need to determine if the applicant has demonstrated the Core Values and Core Competencies required for the job.
        • Check for understanding
        • Clarify areas that are incomplete or confusing.
  • 17. Checklist Continued
    • Record the applicant’s responses on the “Interview Worksheets”
      • Sample Probing Questions and Statements
      • What Happened
        • Describe a specific situation when you used that approach.
        • Why did you take that approach?
        • Describe the circumstances.
  • 18. Checklist Continued
      • Actions
        • Describe specifically what you did.
        • What was your role in the job assignment?
        • What did you do next?
      • Outcome
        • What was the result?
        • How did your actions influence the results?
        • What did you learn from the project?
  • 19. Core Values Questions For Organizational Fit
  • 20. The Individual Must Be Respected
      • Provide a specific work example in which you demonstrated respect for another individual(s). What happened? What did you do? What was the outcome of your actions?
      • Describe a work environment in which you feel you are the MOST effective.
      • When were you the most satisfied/dissatisfied in your most recent job position? What about the job position made is satisfying/dissatisfying?
      • How do you like to be recognized and rewarded for a job well done?
  • 21. The Individual Must Be Respected Continued
      • If you were working for EDWARDS LABEL and were offered another job paying around the same amount of money, what factors would you consider before making a decision?
  • 22. The Customer Must Be Given The Best Possible Service
    • Describe a difficult situation in which you had to handle servicing either an internal or external customer. What was the situation? How did you respond? What was the outcome for the company and the customer?
    • Describe a situation in which your work team provided superior customer service. Specifically, how did you contribute to the success of the project?
  • 23. The Customer Must Be Given The Best Possible Service Continued
    • Provide an example in which you were responsible for developing and maintaining ongoing work relationships with others. How did you develop the relationship? Give examples of the approach you took to maintain the relationship.
  • 24. Excellence and Superior Performance Must Be Pursued
    • What business accomplishment is your greatest source of pride? What obstacles did you have to overcome to make this happen? What would you do differently?
    • Give me an example of a time when someone challenged you to personally do something that you felt was beyond your ability. What was the challenge? How did you respond? What happened?
  • 25. Excellence and Superior Performance Must Be Pursued
    • What motivates you the most to improve yourself at work? Provide a specific example in the past in which you were motivated to improve. What happened? What motivated you to improve?
    • Describe a work situation in which continuous learning was necessary and important for you to stay effective. What did you do? What happened as a result of your actions?
  • 26. Excellence and Superior Performance Must Be Pursued
    • Professionally, who is the best person you have worked for, and why? What would he or she tell me was your greatest strength? What would he or she tell me was an area for improvement?
  • 27. Interview Worksheet Core Value: Behavior-Based Questions
  • 28. Interview Worksheet
    • The Individual Must Be Respected:
    • The Customer Must Be Given The Best Possible Service:
    • Excellence And Superior Performance Must Be Pursued:
  • 29. Conclude the Interview Checklist of Steps
  • 30. Conclude the Interview
    • Ask the applicant: “What questions do you have?”
    • Ask the applicant to consider why working at EDWARDS LABEL is a “good fit” for him or her.
    • Allow a few minutes for the applicant’s response. Review your completed Interview Worksheets while the applicant is thinking, and note any required additional information.
    • Ask for applicant’s answer.
    • Ask any final questions.
    • Restate the benefits of working at EDWARDS LABEL.
    • Describe next steps, and thank the applicant for his or her time.
  • 31. Q & A
    • Questions & Answers
  • 32. THE END
    • Thank you very much.