This document outlines the structured interview protocol for a human resources manager position. It includes details on preparing for the interview such as developing questions and a rating scale. The interview will last 45 minutes and include the same set of questions for each candidate rated on a 5-1 scale. Interviewers will be trained on conducting effective interviews. The interview will take place in a quiet room to make candidates comfortable. Finally, the document provides the full set of 24 questions that will be asked of each candidate.

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London Graves
6/20/2014
The University of
Oklahoma
STRUCTURED INTERVIEW PROTOCOL FOR HUMAN RESOURCES
MANAGER POSITION

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Preparation for Interview
In preparation for conducting the interview process, thereare few things to
establish. These things include:
 Conducting a job analysis and look at the job description. Then
determine the skills and performanceneeded for the position.
 Developing the questions and select the ones to be asked of each
candidate.
 Creating a rating scale that will be used for all candidates.
 Training of the interviewers.
 Copy the handoutprovided to be handed to each candidate beforethe
interview begins.
Atmosphere and dynamics of the interview
Things to keep in mind for this interview include:
 Each interview time will be approximately 45 minutes.
 Each interview will be conducted by the same interviewers. The panel of
interviewers will consistof one subjectmatter expert, and one co-worker of
the position.
 Ask the same questions to each candidate
 Interviewers arerequired to take intensive notes during the interview.
Things to note besides answers to questions include: appearance,
personality, communication effectiveness, and time management of
questions.
 Do not allow candidates to ask job related questions until the last 15
minutes of the interview.
 Do not discuss candidates or their answers in-between interviews.
 All questions will be based on the job analysis.
The atmosphere of these interviews will be set in a quiet roomwithin the Human
Resources Departmenton the Norman Campus. The room musthave a window to
let in natural sunlight. The roomwill be bright and cheerful as well. This allows for
the candidate to feel most at ease and allow them to feel comfortable to express
themselves.

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Interviewer Training
As stated above the panel of interviewers for each interview session will
consistof, one subjectmatter expert and one co-worker of this position. Both of
these people will be chosen by the direct supervisor of the Human Resources
Manager position. These two people will also be extensively trained by the
supervisor. Training willteach the interviewers how to ask questions using
probes, how to rate each candidates answers, understanding thejob specific
requirements of this position, how to avoid errors in the rating of answers, and
ensuring equal opportunity employment of the candidate though discrimination
avoidancetraining. The training will be conducted in person with the supervisor,
and also through online classes they will need to complete. Once the training is
completed these two people will be the only people to conductthe interviews.

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Rating Scale for Each Question
The rating of each question will be done on a 5-1 scaleas follows:
Rating Number What the answer must include
5
Candidate answers the question in an
ethical way. He/She answers the
question fully and in detail that shows
knowledgeand the skills about
information asked. He/She displayed
effective communication, and is easily
understood. Maintained eye contact
while answering the question. He/She
is courteous in the way when
discussing sensitivematerial.
4
3
2
1
Candidate was hard to understand. Did
not maintain eye contact with the
interviewers. He/She was not
courteous when asked questions that
involved sensitive material. He/She
gave no detail about his/her answer
and was reluncted to give examples.
He/She was very shortand abruptin
his/her answers.
 Rating of each answer mustbe done immediately following the interview.
Please take about 20-30 minutes to rate the candidate. Do not discuss your
rating with the other interviewer at this time. Wait to do so until all
interviews for this position have been completed.

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Handout to Candidate
Hello Candidate,
We are pleased to meet with you today! This page will give you
some information about our interview process. We will shortly come
out and direct you to the interview room, so while you wait please look
over this document.
The interview today will be approximately 45 minutes in length.
The first 30 minutes we will ask you a set of predetermined questions.
These are the same questions all other candidates will be asked for this
position. We will also rate all candidate answers according to the same
rating scale. The questions are also asked by the same two interviewers
that will conduct all of the other interviews for this job position. These
questions are about your past experiences and qualifications and how
you have dealt with various situations. Please answer these questions
truthfully and with as much detail as you can provide. In answering the
questions, you may describe work, family, or social situations and how
you handled them. We would like you to tell us what you did in each
situation, even if it was a team effort. If you have any questions or
concerns with the set questions we have selected please feel free to
ask us.
The last 15 minutes we have set aside for you to ask us questions
about the job, duties, or organization. We ask that you hold all of these
questions until this time.
- Good Luck!

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Question Set
Candidate Name:
Interviewers:
Date: Time:
1) What do you believe is the role of the HR department in
relation to the mission, vision, and strategies of the business?
Rating: _______
2) What would you measure to determine whether the HR
department was doing an effective job for the University?
Rating: ______
3) What do you think are the most important roles of the HR
department in relation to employees at the University?
Rating:_____

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4) What is the role of the HR department in creating the
University’s work environment for people?
Rating:_____
5) If you were the decision maker, what programs would be your
priority at the University?
Rating: _____
6) Thinking back over your college years and your job
experiences, have you ever helped to initiate a change? What
was the change, and what was your role in making the change
happen?
Rating:_____

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7) How do you typically react when change is introduced that you
had no part in identifying the need for or planning? Would you
describe yourself as a willing participant or an early adopter?
Please provide an example.
Rating:_____
8) You discover that a human resource department employee is
discussing confidential information with employees outside the
department. Explain the steps you would take to address this
issue.
Rating:_____
9) Describe the system you use for prioritizing human resource
projects. What human resource discipline do you believe drives
the department focus?
Ratings:______

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10) Explain how you motivate your human resource department
employees, and how you assist them with reaching their
professional development goals.
Ratings:_____
11) An employee from another department is dissatisfied with
her performance appraisal. She has appealed to her supervisor
to no avail and is now asking for your assistance. Explain how
you would handle the employee’s concern.
Rating:_____
12) You have been selected to deliver a presentation to
executive leadership on behalf of human resources playing
more of an integral role in the business operations. Name three
points you would use to convince your audience to allow
human resource at the board table.
Rating:_____

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13) Recall a time when you had to make a difficult decision that
involved either a disciplinary action or a termination. Tell us
how you handled the matter, and any follow-up issues.
Rating:_____
14) Describe the sexual harassment training you deliver to
employees, including how you capture the attention of
employees who do not understand the seriousness of sexual
harassment or other unfair employment practices.
Rating:_____
15) Explain how you would handle a notice of audit from the
Office of Federal Contract Compliance Programs, and, if
necessary, how you would negotiate the terms of a conciliation
agreement.
Rating:_____

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16) You recently made an unpopular decision that can
potentially impact a large segment of the workforce. What
steps do you take to explain your decision and rephrase the
decision in a way that has a more positive tone for employees?
Rating:_____
17) Provide your method for administering an employee opinion
survey and how to interpret the results. What would be the
goal of your employee opinion survey, with your knowledge of
this company?
Rating:______
18) Tell me what you like the most/least about your current or
most recent job.
Rating:_____

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19) Describe a situation where you met resistance when
introducing a new idea to your work group and how you
worked through it.
Rating:_____
20) Tell me your top two strengths and an area where you feel
you need the most improvement.
Rating:_____
21) What would you do if someone in management asked you to
do something unethical?
Rating:_____

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22) Tell me about your career goals – 5 year/10 year goals:
Rating:_____
23) List the steps you would take to make an important decision
on the job.
Rating:_____
24) Why are you interested in this position at OU?
Rating:_____
Total Rating:_______
24
Candidates Overall Rating=_________