1. Efficient and Effective Interviewing to Hire Quality Project Managers
August 22, 2007
Pat Garrett, PMP

2. Business Problem
Project Management Candidates are not well screened by Recruiters
We sometimes hire candidates who are not really qualified for the positions
No skill consistency between personnel performing the same job

3. No Effective Interview and Assessment Approach
Root Cause
No Effective Interview and Assessment Approach

4. NOTE: The Tool is just a Tool. NOT a rigid determining factor
Solution
Multi-level Interview Process
Quantitative Assessment Tool
NOTE: The Tool is just a Tool.
NOT a rigid determining factor

5. Approach Reviewed Job Descriptions
Five Levels – PM1, PM2, PM3, Sr. PM, Engagement Manager (EM) (Program Manager)
Experience
Knowledge
Skills
Brainstormed information we wanted to know about each Project Management level

6. Approach
Grouped the information topics by the type of interviewer who could ask the related questions
Determined 3 levels of interviews was optimum
Level 1: All Candidates; Conducted by Recruiter
Level 2: All Candidates; Conducted by PM3 or above
Level 3: PM3 (Optional), Sr PM, EM; Conducted by Sr PM or EM

7. Content of Interview Levels
Validate experience described on resume
Assess commitment to ongoing growth
Level 2
Knowledge of Project Management Processes
Knowledge of Product Development Processes
Knowledge of some basic Leadership areas

8. Content of Interview Levels
Leadership
Communication
Experiential Based

9. Future Release – Web Application Questions for each interview level
Tool
First Release – Excel
Future Release – Web Application
Questions for each interview level
Each question has answers and points for each answer

10. Some questions have “NA” option
Tool
Some questions have “NA” option
Scoring makes allowances for “NA” answers
Result of each interview level provides a score & tells you which PM positions the person qualifies for

11. SO…How Well Has it Worked?

12. How Well Has This Approach Worked?
You can lead the proverbial horse to water, but making him drink is another matter
Has helped recruiters do better job of screening
Level II questions too focused on “book knowledge”
Some bad hires might have been avoided had we used the process

13. Demonstration