Interview Process

The Interview Process,[object Object],DePaul University,[object Object]

Overview,[object Object],Phase 1: Before the interview,[object Object],[object Object]

Step 2: Conduct a Telephone Screen

Step 3 Create Interview Questions

Step 4 Create Interview Question CriteriaPhase 2: The In-Person Interview,[object Object],[object Object]

Step 3: After the InterviewPhase 3: Making the Offer,[object Object],[object Object]

Step 2: Have students come into the Office of Student Employment to fill out paperworkClick on View, Headers and Footer to change text footer.,[object Object]

Phase 1: Before the Interview,[object Object]

Step 1: Pick Your Top Candidates,[object Object],You should screen applications to determine who are the top applicants you wish to interview (usually 3-5 applicants),[object Object],Determine your “must haves”: Which knowledge, skills, abilities (KSA’s) you want the candidate to come in with, versus what KSA’s you would be willing to train for once hired.,[object Object],Your top applicants are those who can perform the essential job duties and meet the minimum requirements,[object Object]

Tips for Reviewing Resumes or Application Forms,[object Object],Review the job description(s) for the position(s) you are attempting to fill. Note minimum requirements needed and refer to them often as you review resumes/applications. ,[object Object],Check work experience for applicability to the position for which they are applying, length of time in each position, promotions or awards received, reason for leaving each position.,[object Object],Check educational background for qualifications necessary to successful job performance.,[object Object],Note special skills (i.e. computer software, office equipment).,[object Object],Note any questions that arise when reviewing the resume/application and ask those during a telephone screen,[object Object],Divide resumes into 3 groups ,[object Object],Those that closely match job requirements and for which a telephone screen is appropriate ,[object Object],Those who meet some requirements and may be considered secondarily,[object Object],Those those who do not meet the requirements at all.,[object Object],If necessary, screen the top group again to further narrow down the candidates. On average, about 10 resumes per open position should be sufficient.,[object Object],http://www.shrm.org/hrresources/basic_published/CMS_002734.asp,[object Object]

Step 2: Conduct a Telephone Screen,[object Object],Once you determine your top candidates, perform a phone screen,[object Object],During telephone screenings, briefly describe the position, location, hours and salary range (if appropriate) and ask if the candidate is still interested in being considered. ,[object Object],The phone screen allows you to asses if the candidate’s experience, qualifications, work preferences, etc. are in line with those of the department/organization and the position they have applied for,[object Object],Set aside a quiet place to talk,[object Object],Allow at least 15-20 minutes for the screening,[object Object],Remember you trying to determine if the candidate has the “must haves” before offering an in-person interview,[object Object],http://www.shrm.org/hrresources/basic_published/CMS_007576.asp#P46_2053,[object Object]

Step 3: Create Interview Questions,[object Object],Interview questions should be job related and used to assess the knowledge, skills, and abilities necessary to perform the essential job duties,[object Object],The interview process and questions asked should be structured: This will help ensure that all candidates are assessed based on the same criteria and help reduce bias that may occur,[object Object],The interview should be conducted in the same manner and the same order for each candidate,[object Object],There are three main types of questions that allow you to thoroughly assess candidate’s qualifications:,[object Object],Usebehavioral interview(past behavior) questions to ask about specific experiences that the candidate may have that exhibits competencies needed for the job. Behavioral questions are designed to assess the critical knowledge, skills and abilities required for a job based on requirements in the job description. Past behavior is the best predictor of future behavior!,[object Object]

Interview Questions Continued,[object Object],2. Use situational questions (future behavior) to create a scenario that is representative of specific activities and responsibilities on the job. These questions are created from critical incidents (examples) of good, average and poor behavior regarding the essential job duties required for the job.,[object Object],For a list of behavioral, situational, teamwork questions etc., click here . Please note that you will need to change the phrasing of the questions to suit your specific needs.,[object Object],3. Ask job related-questions to assess necessary knowledge, skills and abilities (KSA’s),[object Object]

Step 4: Create Interview Question Criteria,[object Object],Develop criteria for interview questions in order to determine if an answer is good, average or poor,[object Object],You want to create a standardized framework from which to distinguish between good, average and poor candidates. ,[object Object],Creating criteria for possible answers to interview questions, will help to mitigate subjectivity in the selection of a candidate.,[object Object],This will help distinguish candidates and give you a measure for what determines a “good” candidate.,[object Object],Qualifiers should be decided on by the hiring manager, as well as team members the applicant would be working with if hired, as well as person who may be in the current position,[object Object],The chart below displays elements that determine what factors would qualify as a good , average or poor answer from a candidate,[object Object]

Phase 2: The In-Person Interview,[object Object]

Step: 1 Before the Interview,[object Object],Contact candidates to set up an interview-give at least one day notice,[object Object],Remind the candidate of a request to bring a resume to the interview, confirm date, time, & location,[object Object],If they will be meeting with more than one person, provide names and titles ,[object Object],Read all paperwork-including cover letter, resume, and application. Make notes based on the paper work and determine what job related questions to ask,[object Object],Make sure you have a room and time set aside so that you will not be interrupted in the middle of an interview,[object Object]

Step 2: During the Interview:,[object Object],Greet the candidate; ask them to have a seat.,[object Object],Main goal is to make them feel comfortable and welcome.,[object Object],If you have required a resume, ask them for a copy,[object Object],Go over a brief outline of what you will be going over during the interview so they know what to expect,[object Object], Example: “ I am going to go over the job description with you and answer any questions you may have. Then I will ask you a few questions and answer any questions you may have”,[object Object],Ask the structured interview questions you have developed (see phase 1),[object Object],Remember to ask all candidates the same questions,[object Object],Do take notes during the interview ,[object Object],Goal: To gather information and assess the candidate’s past experiences, ,[object Object],knowledge, skills, and abilities, as it relates to the job.,[object Object],Remember, past behavior is the best predictor of future behavior!!!,[object Object]

Interview Process

Interview Process

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Interview Process