Supervisory Interviewing Skills for Smart Hiring Allison – lead off with video

AGENDA Interviewing – A Critical Leadership Role Getting Ready for the Interview – Legally Behavior Based Interviewing Technique Let’s Practice! Allison

Interviewing: A Critical Leadership Role Why is it so important? Average Replacement Cost = ⅓ to ½ of an employee’s Annual Salary Up to 2X Annual Salary for Senior Exempt Employee Allison

Business Growth directly tied to keeping knowledgeable employees ! Interviewing: A Critical Leadership Role Company productivity levels are tied to retention. High Turnover = Low Productivity Gallup Poll Shows Companies with Low Turnover Have: 38% Higher customer satisfaction scores 22% Higher productivity 27% Higher profits Business Growth directly tied to keeping knowledgeable employees ! Allison

Get It Right The First Time! Selection Process Includes Valid Predictors of Success What are reliable predictors of performance? 1st Most Reliable 2nd Most Reliable 3rd Most Reliable What Is Missing? Allison What do you think are the most reliable predictors of success in the selection process?? You would be surprised!! 1st - Cognitive Testing – your knowledge and ability to process thought, - reading test/test for specific skills that are required in the job 2nd - Personality Testing – right person in the right job – PI, DiSC (Patti - high A, high B, low C, low D) 3rd – Background/Reference checking – what do other people think of you – specifically past managers, not so much peers Interviewing is 7th on the list!!

Conducting Legally Defensible Interviews Structure all questions before the interview Ask only job-related questions Use a structured interview process Treat all applicants the same Pam The scariest part, right??

Conducting Legally Defensible Interviews Take only job-related notes Base decision solely on job-related factors Guard against biases, common pitfall in interviewing process Interview for skills, not just personality Pam

Interviewing: Legal Pitfalls to Avoid Legal or Not… Here They Come! Pam and Allison Let’s play a game!

OK…You’re Legally Prepared Make The Interview Count! But Are You Ready? Make The Interview Count! Pam

Behavior-Based Interviewing Defined Past Evidence = Future Behavior Applicants describe past behavior Determines how situations will be handled Past Evidence = Future Behavior Pam

Preparing for a Behavioral-Based Interview Prepare your behavioral based questions Effective Questions: Past Oriented Specific Behavioral Non-leading Open Ended Probe Ineffective Questions: Future Oriented General Theoretical Leading Closed (yes or no) Pam The key to effective interviews is the questions you ask and how you ask them. To get the right kind of information during the interview you need to ask the right questions. Instead of “How would you … (future oriented) Ask “How did you … (past oriented) A behavioral example is a specific event that can be used to determine the presence or absence of a skill. Leading - sets up obvious answers

Open Ended Questions Begin With: Tell me about a time when you.... Give an example of a situation where.... Describe a scenario…. Utilizing contrary evidence and probing questions Pam

Preparing for a Behavioral-Based Interview Analyze job description/key responsibilities - Technical Skills - Performance Skills Consider which are essential job functions Determine the key skills to focus on during the interview Pam – hand out job descriptions and behavior based questions Technical Skills related knowledge and experience possessed (cost accounting, CAD, Power Point etc) Performance (behavior) reflects the how a person gets a job done. (managing other employees, making and being responsible for decisions, dealing with other departments/public following procedures etc>) For every person dismissed/let go because of lack of technical skills two are let go for lack of people/behavioral skills.

Job Analysis Exercise Position: Technical Skills Performance Skills Coordinate product promotional campaigns (Customer Service Director) Utilize precision measuring instruments (Assembler) Performance Skills Adaptable/flexible Organizational skills Team player Pam

Let’s Practice…. Develop your position specific behavioral, probing and contradictory interview questions. Pam

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