Transcript Pesticide Train-the-Trainer for Fieldworkers

Interviewing Applicants for
Employment
Phyllis Sigerist, SPHR-CA, GPHR
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Employment Interviews
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We are perfect only twice in
our lives; at birth and when
interviewed.
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Interviewee Experiences
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As an interviewee
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What was the best
interview you ever had?
As an interviewee
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What was the worst
interview you ever had?
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Interviewer Experiences
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As an interviewer
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What was the best
interview you ever had?
As an interviewer
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What was the worst
interview you ever had?
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Employment Interview
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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.
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Choice of Interview Methods
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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
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Interview Types
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Telephone or video interviews
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One-on-one interviews – in person
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Often used for prescreening
Most common type
Panel interviews – in person
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Most costly
Most intimidating
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Interview Types
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Group interviews – in person
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Often used when need to prescreen
many applicants at once
More time effective and costs less than
phone or video interviews for
prescreening
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Group Interview
Aldo retail store at Camarillo outlet mall
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California’s Fair Employment
and Housing Act (FEHA)
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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.
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California’s Fair Employment
and Housing Act (FEHA)
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Prohibits any question which
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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 jobrelated inquiry) of successful job
performance
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Unacceptable Questions –
Questions Related to any of the
Protected Categories
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Race
Religion
Color
National Origin
Ancestry
Physical Disability
(including HIV and
AIDS)
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Mental Disability
Medical Condition
Marital Status
Sex (including
gender identity)
Sexual
Orientation
Age (40 and over)
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Unacceptable Questions
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The FEHA prohibits employers from either
verbally or in writing from
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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.
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Acceptable Questions
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Must be job-related – to the specific job
Can ask about the ability of the person to
perform the essential functions of the job
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Can you perform, with or without reasonable
accommodation, the essential functions of this
job?
If you need accommodation,
what do you require?
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Types of Interview Questions
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Situational
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Behavioral
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To determine
knowledge
Clarifying
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Acceptable Questions Situational
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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.
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Situational Questions
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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?
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Acceptable Questions Behavioral
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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 …
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Behavioral Questions
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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.
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Acceptable Questions –
To Determine Knowledge
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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?
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Acceptable Questions –
To Determine Knowledge
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What are the basic rules _________?
Explain how you would __________.
What are the basic procedures for
safety in ____________?
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Acceptable Questions –
Clarifying
Probe for information
Excellent for résumé
clarification
They seek to answer
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Why?
Who?
What?
When?
Where?
How?
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Acceptable Questions –
Clarifying
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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?
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Ineffective Questions
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Leading questions
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Close-ended questions
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Hint at the answer in the question
Yes or no answers
Obvious questions
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Interviewer already has the answer
and the applicant knows it
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Ineffective Questions
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Questions that rarely produce a
true answer
Offensive questions
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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
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Planning for the Interview
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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?
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Planning for the Interview
7.
8.
9.
10.
11.
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?
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Planning for the Interview
12.
13.
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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?
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Conducting the Interview
1.
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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
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Conducting the Interview
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Ask questions and probe, probe,
probe
Take notes
Notice non-verbal communication
and any inappropriate behaviors
Describe the position and the
organization
Answer questions
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Concluding the Interview
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Let the applicant know the
interview is about to end
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“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
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Interview Problems
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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.
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Areas of Biases
and Assumptions
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Halo-Horns Effect
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Contrast Effect
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Overly impressed (halo) or repulsed
(horns) by one or more characteristics
Overly impressed because the previous
person interviewed was only marginal
Stereotyping
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Preconceived notions and stereotypes
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Areas of Biases
and Assumptions
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Snap Judgments
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A quick decision about the applicant based
on a first impression
Similar to Me
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Favoring or selecting an applicant that they
perceive to be similar to themselves
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Factors that Undermine
an Interview
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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
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Factors that Undermine
an Interview
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Not listening
Talking too much
Not being prepared
Not controlling the interview
Not having sufficient information
about the job
Premature judgments
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Factors that Undermine
an Interview
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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
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