1 The Recruitment Process Job Description Job Description Person Specification Person Specification Job Advertisement Job Advertisement Applications Applications Shortlist Shortlist Interviews Interviews Follow up Follow up

2 Purpose & Definition of the Selection Interview Collection of information from the candidate Collection of information from the candidate Provision of information to the candidate Provision of information to the candidate Provision of a fair hearing Provision of a fair hearing Ritualistic and ceremonial aspects Ritualistic and ceremonial aspects

3 Interview Strategies Frank and friendly Frank and friendly Problem solving Problem solving Behavioural event Behavioural event Stress approach Stress approach Sweet and sour Sweet and sour Screening interviews Screening interviews

4 Types of Interview Individual Individual Sequential Sequential Tandem Tandem Panel Panel Group Group

5 Guidelines for Interviewing Preparation Preparation Interview structure Interview structure Establishment of rapport Establishment of rapport Probing and listening Probing and listening Objectivity and open mindedness Objectivity and open mindedness Politeness and fairness Politeness and fairness

6 Interview Structure Interview preparation Interview preparation Opening and introduction Opening and introduction –Settle –Unfreeze Interview core Interview core Closure and conclusion Closure and conclusion

7 Role of the Chairperson Introduction and welcome Introduction and welcome Job role and organisation background Job role and organisation background Co-ordination of questions Co-ordination of questions Control of timing Control of timing Ask candidate for questions Ask candidate for questions Closure of interview Closure of interview Co-ordination of post interview assessment Co-ordination of post interview assessment

8 Interview Criteria and Scoring A – Qualifications and knowledge A – Qualifications and knowledge B -Role experience B -Role experience C – Communication and impact on others C – Communication and impact on others C – Ability to work as part of a team C – Ability to work as part of a team

9 Linking Questions to Criteria Criterion 1 …………….Ques 1 Criterion 1 …………….Ques 1 Criterion 2 …………….Ques 2, 3, 4, Criterion 2 …………….Ques 2, 3, 4, Criterion 3 …………….Ques 5, 6 Criterion 3 …………….Ques 5, 6 Criterion 4 …………….Ques 7, 8 Criterion 4 …………….Ques 7, 8

10 Types of Interview Questions Leading – “It would seem that Leading – “It would seem that Direct – “Why did you do that Direct – “Why did you do that Open ended – “What, when, why, how Open ended – “What, when, why, how Probing – “I would be interested in your analysis Probing – “I would be interested in your analysis Linking – “ Speaking of appraisal how do you see Linking – “ Speaking of appraisal how do you see Situational – “How would you cope with Situational – “How would you cope with Summary and re-run - “Just to bring that together Summary and re-run - “Just to bring that together Braking – “If I could come in at this point Braking – “If I could come in at this point

11 Questions and Criterion based Interviewing Ability to lead and motivate a team Ability to lead and motivate a team Experience of handling projects / tasks Experience of handling projects / tasks Experience in implementation Experience in implementation Reaction under pressure (situational) Reaction under pressure (situational) Judgement of others behaviour (situations / examples) Judgement of others behaviour (situations / examples) Contrary evidence (reflection and modification) Contrary evidence (reflection and modification)

12 Interview Records and Scoring Systems Minimal objective notes (key words and phrases) Minimal objective notes (key words and phrases) All interviewers use same system All interviewers use same system Transparency of criteria and scoring Transparency of criteria and scoring Standardised documentation Standardised documentation Discoverability (3 year rule) Discoverability (3 year rule) Comments should justify score Comments should justify score Comparison against person specification Comparison against person specification

13 Selection Interview Pitfalls Objectivity and transparency of the system Objectivity and transparency of the system Interviewer competence Interviewer competence Problems with perception Problems with perception Interviewer body language and the candidate Interviewer body language and the candidate Innate interviewer prejudices and preferences Innate interviewer prejudices and preferences

14 The Legislation Fair Employment Act (NI) 1989 Fair Employment Act (NI) 1989 –Fair Employment Commission –Fair Employment Tribunal Sex Discrimination (NI) Orders 1976 and 1988 Sex Discrimination (NI) Orders 1976 and 1988 Disability Discrimination Act (1995) Disability Discrimination Act (1995) Race Relations (NI) Order 1997 Race Relations (NI) Order 1997 DIRECT AND INDIRECT DISCRIMINATION DIRECT AND INDIRECT DISCRIMINATION –Direct – membership used as a sole or major determinant –Indirect –requirements or conditions create difficulty