Types of interviews including panel interviews, behavioral interviews, and stress interviews.

1. B I A N C A M E E R
D A N H E N R I C H
G E O R G E R I Z Z U T O
M A T T B R A Y
M I C H A E L C E R A F I C E
M E L I S S A W O O L F R E Y
Interviews

2. Interview Introduction
Have you ever felt this way about a new employee?
The person I interviewed
isn’t the person I hired.

3. Panel Interview

4. Panel Interview
 Multi-interview hiring process used to:
 Increase the accuracy of assessing candidate as a match
 Gain multiple perspectives from the same dialogue
 Saves time by needing only one meeting
 Gauge candidate’s reaction during possible rapid fire
questioning
 Learn about candidates overall communication style
 Simulate interaction with the team with whom you
may work
 Is hiring this person a smart risk? Any red flags?

5. Panel Member’s Roles
● LEADER
o Breaks the ice with introductions
o Explain how interview will be conducted and sets the stage
o Manage the duration, usually 45 to 90 minutes
o Keep conversation on track
● OTHER MEMBERS
o Review the performance-based job description ahead of time
o Ensure that the discussion is interactive and dynamic
o Arrive with an open mind to avoid bias questioning
o Complete formalized scoring sheet

6. The Process
 One individual asks a question and remaining group
observes
o Predetermined set of questions
o Probe below the surface of the initial answer
 Different listening styles could lead to repeat questions
 Pose questions that otherwise may not be asked in a
one on 0ne
 Attempting to correlate candidates past experiences
and accomplishments with the goal of the position

7. Mayo Clinic Example
● SHARE Technique
 Situation analysis
 Hindrances (challenges) encountered in previous jobs
 Actions taken in such challenges
 Results orientation
 Evaluate lessons learned

8. Pros Cons
 Provides more accurate
assessment of candidate’s
compatibility for the
position
 Minimizes personality biases
 Saves the organization time
 Employers and co-workers
can take note of candidate’s
interaction with others
 It maybe intimidating for
the candidate
 Interviewers could interpret
responses in different ways
 Decision-making could be
difficult due to objective
nature
 Mood and environment
could create an adverse
experience
Pros & Cons

9. Rating Scorecard
 Recall salient points in real time
 Prevent litigation by documenting an objective hiring
process
 Reduces risk of disgruntled applicant
 Attributes measuring the right criteria weighting to
enable hiring for strengths instead of lack of
weakness
 Assign number, higher is important, and multiply
that weight with raw score get final weighted scores

10. Rating Scorecard

11. Rating Scorecard

12. Rating Scorecard
 Appearance
 Poise
 Interpersonal Skills
 Commitment
 Communication
 Disqualifiers

13. Not a One Way Street
 Allow for questions from candidate
 Be prepared for candidate to ask more details and
share knowledge and skills that otherwise may not
come up on other formats
 Candidate questions reveal interest in the job
through engagement
 Chance to portray positive impression of the firm

14. Recommendations for Use
 Would we implement panel interviews at our companies?
 George already utilizes this interview style at St. Christopher’s
Hospital for Children.
 Bianca would implement this style at Shire Pharmaceuticals for the
following reasons:
 Time saver
 Provides a more accurate assessment of the candidate and whether or
not they are a fit for the position
 More organized way to conduct an interview
 Makes it easier for the interviewers to come to a decision

15. Behavioral Interview

16. What is Behavioral Interviewing?
 Structured interview method
 Seeks to predict future behavior by past behavior
 Traditional vs. Behavioral seeks to answer
 “Can they do the job?”
 “Will they do the job?”

17. Elements of the Behavioral Interview
● Based on critical incident job analysis
● Standard questions based on job analysis
● Discretionary questions regarding details of answers
● Notes taken during responses, which are reviewed
and rated directly following interview
● Ratings combined for total score
(Motowidlo et al., 1992)

18. Common Format of Behavioral Questions
 Tell me about a time when…
 You had to use your presentation skills to influence someone's opinion
 You anticipated potential problems and developed preventative measures
 Describe a time when…
 You anticipated potential problems and developed preventive measures
 You were faced with a stressful situation that demonstrated your coping
skills
 Give me an example of a time when…
 You motivated others
 Something you tried to accomplish and failed
 Tell me how you approached a situation where...
 You had too many things to do and you were required to prioritize your
tasks
 You used your fact-finding skills to solve a problem

19. Specific Behavioral Interview Questions
● Describe a time when you were required to prepare a
forecast tool and/or report? What was your approach?
What factors did you consider? What sources of
information did you use?
● Discuss a forecast methodology that you have used for an
organization to guide the future direction of the program.
How was it effective?
● Describe a time you had to implement a forecasting tool
and/or communicate a forecasting report you developed.
What feedback did you get? How did you address the
feedback?
(National Institutes of Health GS-560 Budget Analysis Behavioral Interview Guide)

20. Pros Cons
 Standardizes candidate review
process
 Should be customized to
position
 Demonstrated validity greater
than traditional interview
methods (Motowidlo et al.),
(Moscoso and Salgado, 2001)
 Ensures all applicants are
treated the same
 No indication of gender, race
or experience bias (Motowidlo
et al.) (Chorawicka, 2009)
 Creates “talent-repelling
power relationship” (Ryan,
2014)
 Common questions result in
canned answers
 Questions have to be carefully
crafted to the position—
general questions may result
in irrelevant answers
 Structure can limit
interviewer’s discretionary
actions
Pros & Cons

21. Recommendations for Use
 Would I use this method at Reed Tech while
interviewing candidates for a Marketing/Business
Development Role?
 Yes, but not exclusively. Use in conjunction with other
assessments, multiples interviews, one of multiple
interviewers, etc.

22. Stress Interview

23. What is a Stress Interview?
 An interview that sees how well a candidate
performs under pressure
 Very rare type of interview
 May be a whole interview or just one question

24. How is it Administered?
 Interviewer goals
 Candidates do not know before interview
 Designed to test potential employees

25. How is it Administered?
 May start like a regular interview
 Interviewer asks odd or unusual questions
 Interviewer may behave differently in an
unexpected manner

26. Examples of Stress Questions
 Stress interviews
 Odd questions
 Doubting integrity
 Showing contempt
 Throwing you off balance
 Hostile body language
 Quick fire question
 Having the candidate ask questions

27. Stress Interview Tactics
 Individual interviewer tactics
 Speed of questions
 Body language
 Attitude
 Group interview tactics
 Series of questions
 Big panel
 Enter and leave

28. Administering Stress Interview Tactics
 Aggressive questioning
 Unexpected behaviors
 Brainteasers/puzzles
 Case questions
 Arguing with candidate
 Constant interruptions

29. Results Usage
 Determine ability to handle situations
 Busy environments
 Difficult situations
 Gain truth about background
 Why they left previous job
 What capabilities they really posses
 Thought process
 Tactical skills
 Ability to reason

30. Result Usage
 Case Interviews
 Analytical skills
 Quantitative skills
 Logic of knowledge and concepts
 Ability to prioritize
 Ability to communicate

31. Pros Cons
 Brings out the “real”
candidate
 Shows how a person
handles pressure
 Adaptability to different
situations
 Offend candidates
 Candidate loses cool
 Candidate gets emotionally
intimidated
 Interview does truly
represent work
 Candidate is not
themselves
 Candidate is not prepared
 Interview doesn’t represent
culture
Pros & Cons

32. Recommendations for Use
 Would I use this method at PepsiCo while
interviewing a campus hire for a Sales Role?
 Yes, A lot of the work we do is fast paced and independent,
and we have had employees who were not able to handle the
pressure.

33. The Internship Interview

34. Questions
?

35. References
Adler, L. (2014, May 16). How to conduct panel interviews and why they’re better than the one-on-one.
Retrieved 30 October 2014 from http://louadlergroup.com/how-to-conduct-panel-interviews-
and-why-theyre-better-than-the-1-on-1/.
Cannywf1. (2009, October 20). Good Will Hunting - Funny Job Interview (Ben Affleck) [Video
file]. Retrieved from https://www.youtube.com/watch?v=-JBvfZTx-vs.
Choragwicka, B. (2009). Effects of interviewee's job experience and gender on ratings and reliability in a
behavioral interview. Journal of Work and Organization Psychology, (25)1, 39-45. Retrieved
from http://www.redalyc.org/pdf/2313/231316499005.pdf.
Doyle, A. What is a stress interview? (n.d.). Retrieved 31 October 2014 from http://jobsearch.about.com/
od/jobsearchglossary/g/stress-interview.htm.
Kokemuller, Neil. (n.d.). The risks of interview panels. Retrieved 3 November 2014 from http://
work.chron.com/risks-interview-panels-1315.html.
Leandro Manson Silva. Silly Job Interview - Monty Python [Video file]. Retrieved from https://
www.youtube.com/watch?v=zP0sqRMzkwo.
Monster. (2009, December 13) Apollo 13 - Getting Home [Video file]. Retrieved from https://
www.youtube.com/watch?v=N91ogCGpYl0.
Moscoso, S., & Salgado, J.F. (2001). Psychometric properties of a structured behavioral interview to hire
private security personnel. Journal of Business and Psychology (16)1, 51-9. Retrieved from
http://link.springer.com/article/10.1023%2FA%3A1007835704733#page-1.

36. References Continued
Motowidlo, S.J., Carter, G.W., Dunnette, M.D., Tippins, N., Werner, S., Burnett, J.R., & Vaughan, M.J.
(1992). Studies of the Structured Behavioral Interview. Journal of Applied
Psychology, (77)5, 571-87. Retrieved from http://web.a.ebscohost.com/ehost/pdfviewer/
pdfviewer?sid=c88b70a0-baa7-4229-948f-
f66fb98054e2%40sessionmgr4001&vid=1&hid=4212.
National Institutes of Health. (2014). National Institutes of Health GS-560 budget analysis behavioral
interview guide. Retrieved 13 November 2014 from http://hr.od.nih.gov/hrguidance/
employment/interview/occupation/560-interview.doc.
Ryan, L. (2014, March 4). The trouble with behavioral interviewing. Retrieved 3 November 2014 from
http://www.forbes.com/sites/lizryan/2014/03/04/why-i-hate-behavioral-interviewing/.
Skillings, P. (2014, March 20). The complete guide to panel interviews. Retrieved 1 November 2014 from
http://biginterview.com/blog/2014/03/panel-interview.html.
Stress interview: Questions and answers on how do you handle stress? Retrieved 30 October 2014 from
http://www.careerprofiles.info/stress-interview-questions-answers.html.
Stress interviews. (n.d.). Retrieved 1 November 2014 from http://www.interview-skills.co.uk/Stress-
interviews.aspx.
The Internship. (2013, May 9) The Internship: The Big Interview [Video file]. Retrieved from https://
www.youtube.com/watch?v=ewek-6TudOM.