1. Job Interview Techniques
Mary Jaeger
Michele Biddison
Presentation to the Public Works Institute of the Kansas City Metro Chapter of the APWA

2. Overview Why interviews are important Types of interviews
How to prepare an effective interview strategy
Key interview questions to ask
Lawful & Unlawful interview questions
Behavior based interview questions
Conducting the interview
Concluding the Interview
Evaluating candidates
Job Offer/Post-Job Offer
Onboarding
Key points to remember

3. Why Interviews Are Important
Gives you an opportunity to meet candidates face to face.
Helps you assess a candidate’s strengths, weaknesses and fit for the job.
Allows you to ask what you don’t know and want to know about the candidate.
Provides you with the information you need for making the best hiring decisions.

4. Types of Interviews Phone interviews One on one interviews
Panel interviews
Peer interviews (lunch)
Realistic job preview (tours)
Sr. management interviews

5. How to Prepare an Effective Interview Strategy
Individual interview?
Team interview (panel)?
Identify your interview team (if applicable)
Schedule dates/times/location
Allow enough time for each Interview
Allow sufficient time between Interviews

6. How to Prepare an Effective Interview Strategy
Review job description
Prepare interview questions relevant to the position, experience, skills, competencies and qualifications you are seeking:
Consider working with peers, staff and HR to assist
Develop questions related to specific expectations (OT, night/weekend shift work, on-call, CDL, certifications, snow plow duty, etc.)
Screen applicants (determine who)
Determine additional testing for compatibility if applicable (i.e., Kolbe, SDI, Strengths Finder, Myers-Briggs, etc.)
Determine key candidate selection criteria (weighted)

7. Key Interview Questions to Ask
Work experience
Knowledge/skills relevant to the position
Major accomplishments
Teamwork experience
Why leaving current job
Why do you want to work for… (name of your municipality)

8. Interview Do’s and Don’ts
Lawful interview Questions (Can ask)
Unlawful interview Questions (Don’t ask)
Address or duration of residence
Age or date of birth
Alcohol or Drug Use
Citizenship
Education
Names of relatives working for the company
Pregnancy
Disability
Arrest records
Personal life such as married or children
Religion or creed
Military status

9. Behavior Based Interview Questions Which one of these questions is the better interview question to ask?
Teamwork
How would you handle working with a team on a daily basis?
Describe a time that you demonstrated the ability to be an effective team member.
What do you think about working with others?
Attention to Detail
Describe what you do to control mistakes in your work?
Do you ever make mistakes?
Do you own up to your mistakes, or do you blame others?

10. Conducting the Interview
Greet applicants
Introduce yourself and others on the panel committee
Talk about the job and the organization
Provide a copy of the job description
Focus on qualifications for the job
Take notes (relevant -job information only)
Allow silence
Courtesy to have a glass of water for the candidate

11. Conducting the Interview
Explain how the position fits into the organization
Talk about key responsibilities of the position
Review company perks and benefits
Describe the culture

12. Concluding the Interview
Ask candidate if he/she has any questions
Explain notification procedure
Give an expected start date
Describe the next steps
Thank candidates for interviewing
Show them to the exit

13. Evaluating Candidates
Review your notes
Discuss each candidate with panel (if applicable)
Evaluate each candidate using your rating comparison chart
Summary/justification for selection
Make sure ratings and remarks are job related
Reference checks

14. Job Offer/Post-Job Offer
Conditional job offer (typically done by phone or in-person)
Offer letter:
Start date
Hourly rate if non-exempt
Salary if exempt
Other conditions of employment
Pre-employment requirements
Benefits start date and/or other benefits
Notify candidates not selected – protect your brand
Retain applications for 2-years
HR conducts pre-employment screenings:
Background check
Schedules physical & drug screen
Schedules other job specific screenings (if applicable)
Initiates compatibility testing (if applicable)

15. Onboarding – Now What??? New hire paperwork New hire orientation
Orientation check-list
Assign a buddy (if applicable)
Consider a team lunch and/or department food day
Develop performance planning document (typically within first 30-days)
Schedule routine follow-up

16. Key Points to Remember
Interviews are an essential part in the hiring process
You need to be a skilled interviewer
You must be able to plan, conduct, and evaluate interviews with job candidates effectively
Avoid potentially discriminatory questions and judgments
Keep calm and call HR if any questions or to ask for help

17. Questions and Contact Information
Mary Jaeger –
Michele Biddison –