1. Performance-Based Interviewing: Strategies for Hiring the Right People Andrew L. Reitz, Ph.D. Walker Trieschman Center Child Welfare League of America 617.769.4011 areitz@cwla.org

2. What We Will Do 1. Identify critical worker characteristics and skills. 2. Design interview questions to assess for those identified skills. 3. Evaluate effectiveness of the interview process.

3. What We Won’t Do n Objective Assessment Tools n Work Samples n Realistic Job Previews

4. Costs of a Hiring Error n $$$$$$ n Time n Fallout

5. Information Sources n Application n Resume & Cover Letter n References n Interview

6. Critical Skills and Characteristics 1. Identify the job. 2. Specify ENTRY level. 3. Ask the people who know. 4. Get multiple perspectives. 5. Prioritize.

7. “You Can Teach a Turkey to Climb a Tree, But It’s Easier to Hire a Squirrel.” Spenser & Spenser (1993)

8. Agency Example 1 1. Strong desire to help kids. 2. Reliable. 3. Like adventure and challenges. 4. Effective team player. 5. Good-natured/positive.

9. Agency Example 1 6. Patient. 7. Desire to learn and grow. 8. Have fun. 9. Won’t give up. 10.Good role model.

10. Agency Example 2 1. Commitment to children. 2. Dependable. 3. Teachable. 4. Active/energetic. 5. Persistent. 6. Deal with conflict.. 7. Team player.

11. Agency Example 3 1.Interpersonal Skills 2.Self-Awareness/Confidence 3.Analytic Thinking 4.Flexibility 5.Observational Skills

12. Agency Example 3 6.Job Commitment/Child Welfare Values 7.Communication Skills 8.Results Orientation 9.Technical Skill/ Knowledge

13. Interview Process 1. Rapport Building 2. Objective Requirements 3. Critical Skill Assessment 4. Applicant Questions 5. Job Preview 6. Closing

14. Behavioral Questions n Ask for examples of past behavior that demonstrate the skill/characteristic. n “Tell me about a time when...” n “Give me an example when you...”

15. Situational Questions n Ask how an applicant would behave in hypothetical work situations. n “What would you do if...?” n How might you respond when...?”

16. Evaluation: Is it Working? 1. Assess every hire on the identified skills. 2. Track length of stay for all hires. 3. Assess whether highly rated applicants are more effective and stay longer.