2013 – 2014 hcla: session six behavioral interviewing and hiring session slides 1

2013 – 2014 HCLA: SESSION SIX Behavioral Interviewing and Hiring

SESSION SLIDES

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Interviewing and Hiring: Getting The Best

“I am convinced that nothing we do is

more important than hiring and

developing people. At the end of the day

you bet on people,

not on strategies.”- Larry Bossidy

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How much do you know about interviewing?

Let’s Find Out….

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TEAM ACTIVITY

Protected Groups

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Local/ State or City• Sexuality• Legal Activities not done in the workplace

Federal• Race• Color• National Origin• Religion• Age• Sex• Disability, real or perceived

• Pregnancy

What Not To Ask….

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Race or color National origin

Sex Marital Status

Age Disability, Workers’ Comp

Name – changed, different, maiden

Own a home

Birthplace Photo

Citizenship Language -How acquired ability to speak foreign language

Children Arrest Record

Relatives not employed by company

Own a car

Dishonorable discharge Clubs, societies, lodges, etc

Where to Begin?

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Identify the criteria for success

Identify the criteria for success

Create questions to probe

for success characteristics

Create questions to probe

for success characteristics

What kind of questions should I ask?

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Open Ended - Questions that start with: How, Who, Why, What, Tell Me About, Explain, Describe, Give Me An Example

Applicant does

80% of talking

Legal AllowedQuestions must comply with legal guidelines

What kind of questions should I ask?

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What kind of questions should I ask?

Disqualifiers

PRIOR TO BEGINNING the interviewidentify whether applicant meets themost BASIC JOB REQUIREMENTSCan be closed-ended questions

Job-Related

Determine requirements, qualifications, characteristics necessary for jobJob-related is ALWAYS legal

What kind of questions should I ask?

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Motivational

Determine applicant’s motivation or reason for behaving in certain way

What kind of questions should I ask?

What are the best questions to find the right person?

Behavior-oriented

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The best indicator of future behavior is past behavior

Questions are about how applicant has handled situations in past

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“It’s not a job skill we normally look for, but it could help us cut our corporate travel budget.”

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Good Communication Skills

Tell me about a situation where you had to handle

an irate visitor. Specifically, how did you resolve

the problem? What did you do to diffuse this

individual’s anger? What was the ultimate result?

Following Directions

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Tell me about a situation where your manager

directed you to do something you did not want to

do or felt was not within your job responsibilities.

How did you handle it? What did you do?

Teamwork

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Give me an example of a

situation where you had to

work as a team with other

employees to get a job

done.

What did you do?

How did you handle the

conflicts that arose?

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Tell me about the last time you took initiative to

accomplish something not ordinarily required of

you?

What did you do? Why did you do it?

Initiative

Experience

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What were your responsibilities in your last job?

What did you like best about your last job? Why?

What did you like least about your last job? Why?

Why did you leave your last job?

Develop Questions

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List Five Characteristics/Criteria Necessary for Success:

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2.

3.

4.

5.

Develop One Question for Each Success Criteria:

1.

2.

3.

4.

5.

Activity

Basic Interview Format

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Review completed application prior to interview

Ensure all basic qualifications are met

Prepare

Introduction

Establish comfortable atmosphere for applicant

Introduce self by name and job title

Explain interview process - you ask questions FIRST, then the applicant can ask questions

Ask Questions

Applicant talks, you LISTEN

Take notes – Do Not Write On Application Form

Explain Job

Applicant Asks Questions

Answer questions honestly

Don’t promise what you can’t deliver

Close the Interview

Thanks applicant

Explain what applicant can expect – time frame, other interviews

Reference Checks

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Calling for References

Ask anything – as long as it’s work-related

Don’t call Human Resources; call supervisors, colleagues, subordinates

Take notes – not on application form. Document who you spoke with, when, what, etc.

Answering Reference Calls

Know the organization’s – Name/Rank/Serial Number

Colorado Law – Protects employers who give honest, documented, job related information

“My most valuable business skill? I know how to make you feel like the most important person in the whole world!”

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Practice

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Worst and Best Interviews

With a partner, talk about the worst and best interviews you’ve had.

What were the reasons they were negative or positive?

Probe for 2 success criteria with interview questions that you created previously.

Ask at least one follow up question for each characteristic/ criteria.

Switch roles.

Activity

Interview Questions

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Caroline Fisher Chris Moffet

970-390-9420 970-471-4474

caroline@fisherconsultinggroup.com chris@moffetconsulting.com

HCE Academy: Let’s Stay Connected!

Fisher Consulting Group and Moffet Consulting 2014