5 Steps for Successful Interviewing and Selection

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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.

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5 Steps for Successful Interviewing and Selection

  1. 1. 5 Steps for Successful Interviewing and Selection Robin Schooling, SPHR December 2013
  2. 2. Goals •  Hiring the right people for the right jobs •  Having a fair, equitable and legally defensible process •  Providing value to both interviewers and candidates
  3. 3. Step 1 Have a Plan
  4. 4. “If you don't know where you are going, you might wind up somewhere else.” - Yogi Berra
  5. 5. Determine Job Requirements •  Need to know (knowledge and skills) •  Need to do (behaviors) •  Likes/dislikes (motivation and fit)
  6. 6. Competencies •  Observable and measurable KSAs, attitudes and behaviors •  Align to organizational business strategy •  Competency —> Competency Model
  7. 7. 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
  8. 8. Step 2 Develop a System
  9. 9. “If you can’t describe what you are doing as a process, you don’t know what you’re doing.” – W. Edwards Deming
  10. 10. Think about… …the recruiting funnel …where are your decision points?
  11. 11. When will you communicate… • … with your candidates?
  12. 12. Data Gathering •  Interview Questions •  Interview Notes •  What other ‘data’ do you need?
  13. 13. Data Evaluation
  14. 14. Step 3 Find your Style
  15. 15. “I like guitars in the Fender style because they have skinny necks.” - Kurt Cobain
  16. 16. Interviewing Style • Situational/Theoretical • Stress • Behavioral
  17. 17. Types of Questions • Closed • Open • Leading • Probing • Follow-up
  18. 18. Step 4 Set the Structure
  19. 19. “The structure of a play is always the story of how the birds came home to roost.” – Arthur Miller
  20. 20. 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
  21. 21. Gather Data Use an Interview Guide Take Notes
  22. 22. Rating Scale/Evaluation Method •  A,B,C…1,2,3 •  Less than Acceptable -> Acceptable -> More than Acceptable (too much of a good thing?)
  23. 23. Step 5 Make a Decision
  24. 24. “Men like a ref decision because they just want to get back to the game.” - Jerry Seinfeld
  25. 25. Evaluate the Data •  Similarity/relevancy to job •  Impact (how meaningful and/or significant?) •  Recency of behavior/action
  26. 26. Are there competencies that are trainable after hiring or would they be difficult to develop?
  27. 27. 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
  28. 28. Robin Schooling, SPHR www.silverzebras.com robin@silverzebras.com

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