Chapter 7 The Recruiting Interview Copyright © 2011 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin

7-2 Chapter Summary Where to Find Good Applicants Preparing the Recruiting Effort Obtaining and Reviewing Information on Applicants Structuring the Interview Conducting the Interview Evaluating the Interview Summary

7-3 Where to Find Good Applicants Internet Options Career catalogue department at large bookstores College placement services Ethnic organizations Job fairs Downsizing or merging organizations Personal associates and friends Professional societies

7-4 Preparing the Recruiting Effort Reviewing EEO Laws ▫EEO Laws to Know  Know both state and federal laws  Federal EEO laws pertain to all organizations that:  Deal with the federal government  Have more than fifteen employees  Have more than $50,000 in government contracts  Engage in interstate commerce Continued...

7-5 Preparing the Recruiting Effort Reviewing EEO Laws ▫EEO Laws to Know  State laws may be more stringent than federal laws.  Unintentional violations are still violations.  EEO laws apply to applicants who are not “minorities” or women.

7-6 Preparing the Recruiting Effort Reviewing EEO Laws ▫Compliance with EEO Laws  Bona fide occupational qualifications (BFOQs) are the keys to nondiscriminatory hiring.  EEO violations are easy to avoid.  Focus on the positive, not the negative.  Treat applicants as you would want to be treated.

7-7 Preparing the Recruiting Effort Reviewing EEO Laws ▫Keep Up-to-Date  Current information on EEO laws is essential.  Accepting or keeping unlawful information create liability for the company even if the information was not requested.

7-8 Preparing the Recruiting Effort Developing an Applicant Profile ▫The profile must be a composite of BFOQs. ▫The profile is the ideal by which all applicants are measured. ▫Is past performance the best predictor of future performance? ▫Can non-dominant group applicants match your profile?

7-9 Preparing the Recruiting Effort Assessing What Applicants Want ▫What Do Applicants Desire in a Position and Career?  Applicants are increasingly information driven.  Applicants may not look or dress like you; live with it. ▫What Do Applicants Desire in an Interviewer?  The recruiter is the organization in the applicant’s eyes.  Select recruiters with applicant characteristics in mind.

7-10 Obtaining and Reviewing Information on Applicants Application Forms Resumes Cover Letters Letters of Recommendation & References Tests ▫Basic skills tests ▫Personality tests ▫Honesty tests  Many sources have criticized the use and validity of honesty tests.  Probing deeply into answers is essential in assessing honesty.

7-11 Obtaining and Reviewing Information on Applicants Benefits of Previewing Applicants Doing your homework leads to more effective interviews.

7-12 Structuring the Interview The Opening ▫Establishing Rapport ▫Orientation ▫The Opening Question

7-13 Structuring the Interview The Body of the Interview ▫Unstructured interviews do not recruit top quality applicants. ▫Highly structured interviews are more reliable but less flexible and adaptable. ▫In all cases, get the applicant talking as quickly as possible.

7-14 Structuring the Interview Closing the Interview ▫The closing must sustain the positive tone of the interview. ▫Do not encourage or discourage applicants needlessly. ▫Make decisions and notify all applicants as soon as possible.

7-15 Conducting the Interview Nontraditional Interviewing Approaches ▫Applicants and recruiters prefer the traditional one-on-one interview. ▫Stifle any signs of competition in seminar interviews.

7-16 Conducting the Interview Asking Questions ▫Keep your questions open-ended. ▫Applicants give longer answers to open-ended questions.

7-17 Conducting the Interview Common Question Pitfalls ▫Be on guard for pitfalls in primary and secondary questions. ▫Evaluative responses will lead to safe, superficial answers. ▫Do not ask unlawful questions. ▫Do not ask for information that you already have.

7-18 Conducting the Interview Traditional Questions ▫Interest in the Organization ▫Work-related (general) ▫Work-related (specific) ▫Teams and Teamwork ▫Education and Training ▫Career Paths and Goals ▫Performance ▫Salary and Benefits ▫Career Field

7-19 Conducting the Interview Nontraditional Questions ▫Behavior-Based ▫Critical Incident ▫Hypothetical ▫A Case Approach

7-20 Conducting the Interview Giving Information ▫Information is the primary interest of applicants. ▫Minimize “you” in the interview. ▫Rule # 1: Keep your ears open and your mouth shut.

7-21 Evaluating the Interview Record your impressions and reactions immediately. Assess the performance of both interview parties.

7-22 Evaluating the Interview

7-23 Summary The recruiting interview can be an effective means of selecting employees, but it takes preparation that includes becoming familiar with state and federal EEO laws, developing an applicant profile, obtaining and reviewing information on applicants, and developing a carefully structure interview. When the interview is concluded, conduct evaluations of the applicant and yourself.