1. Interviewing Applicants for Employment
Phyllis Sigerist, SPHR-CA, GPHR

2. Employment Interviews
We are perfect only twice in our lives; at birth and when interviewed.

3. Interviewee Experiences
As an interviewee
What was the best
interview you ever had?
What was the worst

4. Interviewer Experiences
As an interviewer
What was the best
interview you ever had?
What was the worst

5. Employment Interview
A selection procedure designed to predict future job performance on the basis of the applicant’s oral responses to oral inquires.
A directed, goal-oriented discussion in which the interviewer and the applicant exchange relevant information so that both parties can make an intelligent decision about the job opening.

6. Choice of Interview Methods
The specific job to be filled
The level of the job in the organization
The preferences of those conducting the interviews
The amount of time available
The urgency of the situation

7. Interview Types Telephone or video interviews
Often used for prescreening
One-on-one interviews – in person
Most common type
Panel interviews – in person
Most costly
Most intimidating

8. Interview Types Group interviews – in person
Often used when need to prescreen many applicants at once
More time effective and costs less than phone or video interviews for prescreening

9. Group Interview
Aldo retail store at Camarillo outlet mall

10. California’s Fair Employment and Housing Act (FEHA)
Prohibits any non-job related inquiries of applicants, either verbally or through the use of an application form, that express, directly or indirectly a limitation, specification, or discrimination as to any of the protected categories, or any intent to make such a limitation, specification, or discrimination.

11. California’s Fair Employment and Housing Act (FEHA)
Prohibits any question which
Identifies a person on a basis covered by the Act
Results in the disproportionate screening out of members of a protected category
Is not a valid predictor (not a job-related inquiry) of successful job performance

12. Unacceptable Questions – Questions Related to any of the Protected Categories
Race
Religion
Color
National Origin
Ancestry
Physical Disability (including HIV and AIDS)
Mental Disability
Medical Condition
Marital Status
Sex (including
gender identity)
Sexual
Orientation
Age (40 and over)

13. Unacceptable Questions
The FEHA prohibits employers from either verbally or in writing from
Requiring any medical or psychological examination or inquiry of any applicant or employee prior to making an offer of employment
Inquiring directly or indirectly as to whether an applicant or employee has a mental or physical disability or medical condition.
Inquiring about the nature and severity of a mental or physical disability or medical condition.

14. Acceptable Questions Must be job-related – to the specific job
Can ask about the ability of the person to perform the essential functions of the job
Can you perform, with or without reasonable accommodation, the essential functions of this job?
If you need accommodation,
what do you require?

15. Types of Interview Questions
Situational
Behavioral
To determine knowledge
Clarifying

16. Acceptable Questions - Situational
Pose a hypothetical job situation to determine what the applicant would do in a particular situation.
Provides information about the applicant's ability to recognize and deal with problems that might actually occur on the job.

17. Situational Questions
If you were faced with a difficult employee, how would you handle the situation?
If you discovered that you made an error in your work, what would you do?
How would you handle a rude or abusive customer?

18. Acceptable Questions - Behavioral
Present a situation and then probe the applicant for past performance in a similar situation.
Showcase your knowledge of production by telling me about a time when…
Give me an example a time when you …

19. Behavioral Questions Describe a difficult problem you faced.
Detail the key steps you usually take in order to…
Tell me about a time when…
Describe the most complex assignment or project you’ve worked on.

20. Acceptable Questions – To Determine Knowledge
Assess the applicant's knowledge for performing the job.
Explain to me the reasons for not asking unacceptable questions in employment interviews.
What are the basic laws
that govern our industry?

21. Acceptable Questions – To Determine Knowledge
What are the basic rules _________?
Explain how you would __________.
What are the basic procedures for safety in ____________?

22. Acceptable Questions – Clarifying
Probe for information
Excellent for résumé clarification
They seek to answer
Why?
Who?
What?
When?
Where?
How?

23. Acceptable Questions – Clarifying
Why did you leave your last job?
Who did you supervise?
What are you looking for in a job and an employer?
When are you happiest at work?
Where were you working?
How do you get motivated at work?

24. Ineffective Questions
Leading questions
Hint at the answer in the question
Close-ended questions
Yes or no answers
Obvious questions
Interviewer already has the answer and the applicant knows it

25. Ineffective Questions
Questions that rarely produce a true answer
Offensive questions
Imply that the person is not honest or dependable
Questions that don’t help you determine if the person is a good match for the job

26. Planning for the Interview
Who will conduct the interview?
Will additional interviews be scheduled?
What kind of interview will it be?
What interview methods will be used?
Where will the interview be conducted?
Is the interviewing area free from interruptions and distractions?

27. Planning for the Interview
Have you reviewed the resume or application?
Do you have a copy of the job description?
Are you familiar with the job?
Do you know what areas to look for in the person/job match?
Do you know what areas to look for in the person/organization match?

28. Planning for the Interview
Do you know what the next step is in the interviewing/hiring process?
Do you have a list of questions you want to ask? Do all of the panelists (if any) have the list of questions?
Have you identified areas on the resume or application that need additional clarification?

29. Conducting the Interview
Open the interview
Establish rapport - start informally
Take control of the interview, and maintain control.
Let the applicant know what to expect
Start with general questions, then move to more specific questions

30. Conducting the Interview
Ask questions and probe, probe, probe
Take notes
Notice non-verbal communication and any inappropriate behaviors
Describe the position and the organization
Answer questions

31. Concluding the Interview
Let the applicant know the interview is about to end
“This will be my last question…”
“We only have a few more minutes, is there anything else you would like to discuss?”
Thank them for their time
Let them know what the next step will be

32. Interview Problems Problem #1 - Interviewee talks too much.
Problem #2 – Interviewee won’t say anything.
Problem #3 – We run out of time.
Problem #4 – Interviewee is vague, won’t really answer my questions.

33. Areas of Biases and Assumptions
Halo-Horns Effect
Overly impressed (halo) or repulsed (horns) by one or more characteristics
Contrast Effect
Overly impressed because the previous person interviewed was only marginal
Stereotyping
Preconceived notions and stereotypes

34. Areas of Biases and Assumptions
Snap Judgments
A quick decision about the applicant based on a first impression
Similar to Me
Favoring or selecting an applicant that they perceive to be similar to themselves

35. Factors that Undermine an Interview
Not knowing the purpose of the interview
Asking leading questions
Asking closed-ended questions
Poorly phrased questions
Not probing, questioning ambiguities, or looking at inconsistencies

36. Factors that Undermine an Interview
Not listening
Talking too much
Not being prepared
Not controlling the interview
Not having sufficient information about the job
Premature judgments

37. Factors that Undermine an Interview
Misreading nonverbal cues and receiving an inaccurate view of the applicant
Providing information about the job too early in the interview
Interviewer fatigue
Lack of interviewing skills