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The Interview Process Presented by The Solutions Group

Course Objectives Learn steps to take long before the interview to ensure the most effective selection of new employees. Learn and practice methods to prepare effective interviews, matching the person to the job. Learn how to prepare and use interview questions that are fair and do not discriminate against classes of people.

Poll on Your Experience How have you participated in interviewing candidates for jobs at your agency or department?

Introduction The careful selection of employees is one of the most important jobs of a manager and others designated to assist in the hiring process. The interview process affords your organization the chance to diversify its ranks, to be pro-active in this regard instead of discriminatory. This can also be a major challenge for you. It is crucial that you be aware of laws surrounding the employment process and that you be prepared to interview in an open, legal manner.

Posting the Position Level of job Local/regional/national search Cost of advertising

Making the experience positive What makes the experience ideal?

Know the Job Refer to the job description as a starting point. Is it accurate? If not – update it immediately. Be clear about the functions that must be performed and their importance for overall success of the person in the job. Review the ADA (Americans with Disabilities Act) regulations and rewrite the job description where needed to explain “the essential functions of the job.” Qualified Individual with a Disability A qualified employee or applicant with a disability is someone who satisfies skill, experience, education, and other job-related requirements of the position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of that position.

Establish Evaluation Criteria Be certain to establish the Bona Fide Occupational Qualifications (BFOQ’s) for the job. You must be able to defend the qualifications listed in a court of law. List important factors for the job and how much weight you should assign to each.

What information do you need? According to the particular job, you may want a completed application form, a resume, certain references, or work samples.

Preparing To Interview Time management Courtesy Logistics Other concerns

Prepare standardized questions & form This will make your task easier and will ensure that you treat all interview candidates equitably.

Situational Interview Questions Situational interview questions usually begin with: “What would you do if…” “Have you ever had a situation when…” Tell us about a time when…” “How do you approach…” “What is your method for …” Tell us about your experience with…

Key Indicators of Success How do you know what you should ask? Here is a method for gathering information that will help you to formulate interview questions that include key indicators of success. 1.Consult the most current job description for general duties and responsibilities. 2. The next step is to speak with the job incumbent and internal & external customers.

For the Job Incumbent 1.How would you describe the pace of your work? (Please use numbers such as number of customers, forms processed per hour, etc.) 2.What type of decisions must you make on a daily basis? 3.What problems must you solve in order to successfully complete your work? Give examples. 4.What skills do you use the most? 5.Describe the challenges and/or difficulties you encounter in your job. Give specific examples or stories if you can. 6.What do you consider the best part of your job? 7.What do you consider the best training to acquire and maintain the skills needed in your job? 8.What teamwork and other interpersonal skills does your job require?

For Customers How is your work affected by the targeted job? What do you need from the person in the targeted job in terms of: Accuracy Completeness Timeliness What do you consider good service from the targeted job?

Asking Legal Questions Federal and state laws prohibit discrimination in employment based on age, race, creed, color, national origin, sex, disability, marital status, or criminal record. The courts have declared that it is discriminatory to attempt to gather information on these topics that does not directly pertain to bona fide occupational qualifications (BFOQ’s). Please consult legal counsel for specific questions you have about interviewing for your workplace situation. Bottom Line = keep your questions job related!

New Mexico Law The Human Rights Bureau is a neutral agency created to enforce the New Mexico Human Rights Act. The Bureau accepts and investigates claims of discrimination based on race, color, national origin, religion, ancestry, sex, age, physical and mental handicap, serious medical condition, disability, spousal affiliation, sexual orientation and gender identity in the areas of employment, housing, credit or public accommodation. If you are an employer in New Mexico with at least four (4) employees, your employer/employee relationships are likely to fall under the jurisdiction of the New Mexico Human Rights Act (there are some exceptions).

Realistic Job Preview One way to weed out the less committed job candidates is to offer a realistic job preview during the interview. While you may enjoy ‘selling’ the value of working at your company, it is important to inform candidates of the challenging and difficult aspects of the job. This is what is meant by a realistic job preview, one that gives both positive and negative perspectives. Example of a Realistic Job Preview statement: “This job often requires that you work overtime and/or on weekends. The noise level of the machines and the heat they generate can be excessive, especially during peak season.”

Yes – Personality Counts! Want pleasant employees? Herb Kelleher, former CEO of Southwest Airlines recognized that some people are just inherently more friendly and upbeat than others. So – Southwest focuses its hiring process on selecting out people who aren’t basically happy and outgoing. 80% of people’s difference in happiness is attributable to their genes.

Conducting the Interview A.Rapport Building B. Information from candidate (application, resume, etc.) C. Agenda for Interview D. Core questions E. Candidate’s questions F. Close of interview (establish interest, inform about recruitment schedule, confirm availability of references)

Closing the Interview Let candidate know what to expect next and when. What might you say to close the interview?

Thank you! Remember your EAP We are always here to help!