1. Chapter 7 The Recruiting Interview

2. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Chapter Summary The Changing World of Work Preparing the Recruiting Effort Obtaining and Reviewing Information for Applicants Structuring the Interview Conducting the Interview Evaluating the Interview Summary

3. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. The Changing World of Work Brains are more important than brawn. The knowledge worker is now the prized employee. Knowledge, information, technology, medicine and data are now where work and competition are centered. Finding, recruiting, interviewing, evaluating, and retaining quality employees are an organization’s biggest challenges.

4. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. The Changing World of Work Essential Applicant Skills 1. Language and the accompanying culture 2. Problem-solving attitude 3. Computer competent 4. The ability to deal effectively with numbers 5. Strong interpersonal skills Continued…

5. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. The Changing World of Work Essential Applicant Skills 6. Global and diverse perspective 7. Willingness to learn new skills and ideas 8. Ability to deal effectively with change and job ambiguity 9. Customer and quality oriented 10. Team player and group leader

6. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. The Changing World of Work Where to Find Good Applicants Internet Options Career catalogue department at large bookstores College placement services Ethnic organizations Job fairs Downsizing or merging organizations Personal associates and friends Professional societies

7. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Preparing the Recruiting Effort Reviewing EEO Laws EEO Laws to Know Know both state and federal laws Federal EEO laws pertain to all organizations that:  Deal with the federal government  Have more than fifteen employees Have more than $50,000 in government contracts Engage in interstate commerce Continued...

8. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Preparing the Recruiting Effort Reviewing EEO Laws EEO Laws to Know State laws may be more stringent than federal laws. Unintentional violations are still violations. EEO laws apply to applicants who are not “minorities” or women.

9. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Preparing the Recruiting Effort Reviewing EEO Laws Compliance with EEO Laws Bona fide occupational qualifications (BFOQs) are the keys to nondiscriminatory hiring. EEO violations are easy to avoid. Focus on the positive, not the negative. Treat applicants as you would want to be treated.

10. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Preparing the Recruiting Effort Reviewing EEO Laws Keep Up-to-Date Current information on EEO laws is essential. Accepting or keeping unlawful information create liability for the company even if the information was not requested.

11. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Preparing the Recruiting Effort Developing an Applicant Profile The profile must be a composite of BFOQs. The profile is the ideal by which all applicants are measured. Is past performance the best predictor of future performance? Can non-dominant group applicants match your profile?

12. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Preparing the Recruiting Effort Assessing What Applicants Want What Do Applicants Desire in a Position and Career? Applicants are increasingly information driven. Applicants may not look or dress like you; live with it. What Do Applicants Desire in an Interviewer? The recruiter is the organization in the applicant’s eyes. Select recruiters with applicant characteristics in mind.

13. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Obtaining and Reviewing Information on Applicants Application Forms Resumes Cover Letters Letters of Recommendation & References Tests Basic skills tests Personality tests Honesty tests Many sources have criticized the use and validity of honesty tests. Probing deeply into answers is essential in assessing honesty.

14. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Obtaining and Reviewing Information on Applicants Benefits of Previewing Applicants Doing your homework leads to more effective interviews.

15. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Structuring the Interview The Opening Establishing Rapport Orientation The Opening Question

16. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Structuring the Interview The Body of the Interview Unstructured interviews do not recruit top quality applicants. Highly structured interviews are more reliable but less flexible and adaptable. Moderately structured interviews are used by the majority of recruiters. In all cases, get the applicant talking as quickly as possible.

17. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Structuring the Interview Closing the Interview The closing must sustain the positive tone of the interview. Do not encourage or discourage applicants needlessly. Make decisions and notify all applicants as soon as possible.

18. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Conducting the Interview Nontraditional Interviewing Approaches Applicants and recruiters prefer the traditional one-on-one interview. Stifle any signs of competition in seminar interviews.

19. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Conducting the Interview Asking Questions Keep your questions open-ended. Applicants give longer answers to open-ended questions.

20. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Conducting the Interview Common Question Pitfalls Be on guard for pitfalls in primary and secondary questions. Evaluative responses will lead to safe, superficial answers. Do not ask unlawful questions. Do not ask for information that you already have.

21. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Conducting the Interview Traditional Questions Interest in the Organization Work-related (general) Work-related (specific) Teams and Team Work Education and Training Career Paths and Goals Performance Salary and Benefits Career Field

22. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Conducting the Interview Non-Traditional Questions Past Experiences Critical Incidents Hypothetical Situations A Case Approach

23. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Conducting the Interview Giving Information Information is the primary interest of applicants. Minimize “you” in the interview. Rule # 1: Keep your ears open and your mouth shut.

24. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Evaluating the Interview Record your impressions and reactions immediately. Assess the performance of both interview parties.

25. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Evaluating the Interview

26. © 2009 The McGraw-Hill Companies, Inc. All rights reserved. Summary The recruiting interview can be an effective means of selecting employees, but it takes preparation that includes becoming familiar with state and federal EEO laws, developing an applicant profile, obtaining and reviewing information on applicants, and developing a carefully structure interview. When the interview is concluded, conduct evaluations of the applicant and yourself.