Lesson 2 Talent Acquisition

1. TALENT
ACQUISITION
Presented by
DR. RHEA LOWELLA S. FISER,RPsy,RPm,CSIOP

2. HR
FUNCTIONS/PLANNING
Lesson 2:
Talent Acquisition

3. Objectives
3
By the end of this lesson, you will be able to:
 Formulate behavioral and situational questions
 Prepare and conduct competency-based interviews
 Practice the four phases of successful interviewing
 Identify the ethical and unethical interview practices
 Explain how to remain objective and avoid interview
pitfalls.

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Presented by: DR RHEA LOWELLA S. FISER 4

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TALENT ACQUSITION
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Talent Acquisition

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Talent Acquisition
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Talent Acquisition
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Recruiting Vesus Recruitment Marketing

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Powerful Strategies
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Selection Process: Multiple Hurdle Model

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INTERVIEW
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INTERVIEW
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Four Phases of Any Good Interview

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Structured vs Unstructured Interviewing

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Structured vs Unstructured Interviewing

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Behavioral vs Traditional Interviewing

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Traditional Interviewing

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Advantages of Traditional Interviewing
• Easier to implement
• Interviews can be one-on-
one or in groups
• Questions can be
spontaneous. No need to
formulate customized
questions carefully.
• Sample questions are
available in numerous
sources for free

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Sample Traditional Interview Questions

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What is Behavioral Interview?

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Behavioral Interviewing
Questions focus on:
• A prospective employee’s personality
and value set (rather than solely on their
skill sets)
• Prospective employee’s responsibilities
• Integrated performance within
organization
• Leadership characteristics and traits

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Sample Behavioral Questions

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Sample Behavioral Questions

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Advantages of Behavioral Interviewing
 Provides a broad assessment of an
individual’s personality and skill set
 Results can be easily quantified
 Allow prospective employees to be more
relaxed during the interview process
 Hidden information more easily obtained

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Advantages of Behavioral Interviewing
 Less chance for a candidate to steer their
answers to what they think the
interviewer wants to hear
 Uncovers positive and negative
personality traits
 Better indication of how an individual
will fit in your organization

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Behavior Interview
Format and Questions
Underlying Premise:
The best predictor of future
behavior on the job is past
behavior under similar
circumstances

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The Behavioral Vs Competency-
Based Interviewing Models

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What is Competency?

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Competency-Based Questions

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Quiz # 1

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Quiz # 2

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Quiz # 3

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Quiz # 4

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Quiz # 5

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Assessing Jobs Based on Competency
Requirements

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Deciphering the Job Description

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Situational Interview
Format and Questions
 In contrast to the behavioral interview, the
questions in a situations in a situational
interview are based on future-oriented
behavior.
 Situational interview questions give the
candidate realistic job scenarios or
dilemmas and ask how/she would respond
 The underlying premise is a person’s
intentions are closely tied to his/her actual
behavior

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Sample Situational Interview Questions
As an employee here for ____years, you have
developed many wonderful relationships with
other staff. What do you consider your greatest
challenge when having to hold “friends” and
coworkers accountable for unacceptable
behaviors such as noncompliance with a
smoking policy, not carrying their share of the
workload, and staff members using the Internet
during down time instead of doing department
related functions? How would you handle this
situation?

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Sample Interview Probes:
Situation
Situation
• Why do you believed this situation occurred?
• What do you consider the most critical issue in this situation?
• What other issues are of concern?
Action
• What would you say?
• What is the first thing you would do?
• What are the factors would you affect your course of action?
• What other actions could you take?
Outcome
• How do you think your action would be received?
• What would you do if your action was not received well?
• What do you consider as benefits of your actions?

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GENDER AND RACIAL BIAS

52. DR RHEA LOWELLA S. FISER
09951100143
rheasantillan@live.com
Thank You