Transcript USE W QUESTIONS

INTERVIEW
TIPS AND TABOOS
WHY INTERVIEW ?
They seem perfectly cut out for the job. But are candidates
who look so good on paper really the right ones?
In reading a resume, always keep in mind that the piece of
paper in front of you cannot possibly completely describe the
applicant it represents. The resume is just a one-dimensional
sketch of a multi-dimensioned individual.
PREPARE TO INTERVIEW
• Be aware what knowledge, skills, behavior and physical
attributes are necessary for successful job performance
• Carefully review the application
• Plan the interview; draft and
sequence questions
• Try to arrange for a private office if possible
• Have a copy of the Position Description, salary chart,
benefits information and any other pertinent information
handy
CANDIDATE TRAITS
• ABLE TO DO THE JOB
• WILLING TO DO
THE JOB
• MANAGEABLE
ONCE ON THE JOB
REVIEW THE RESUME
You don’t have much
experience, but I’m
impressed by how
you’ve blown it out of
proportion.
THE JOB APPLICATION
• Question application /
resume’ content
• Look for employment gaps
• Verify and seek
clarification
• Look for quality of
experience over quantity
SECRET OF INTERVIEWING
(Use the 80/20 rule of listening)
TALK
LISTEN
TALK
TALK
SUCCESS
FAILURE
Effective Listening Skills
 Paraphrase/restate/summarize
 Reflect
 Non-verbal communication
 Silence
ALLOW THE PERSON TO TELL
YOU ABOUT THEMSELVES
I y’am what
I y’am
USE SILENCE
INTERVIEW PROCESS
• Preface the interview with
small talk; be warm,
friendly, relaxed; put
applicant at ease.
• Wait for applicant to answer
the questions; use silence
effectively.
• Refrain from explaining
• Begin the interview with
what you are looking for or
easily answered questions
commenting on applicant’s
with factual answers.
answers.
• Use open-ended questions • Control the interview; don’t
and a variety of
let the applicant ramble.
techniques to elicit
• Give applicant opportunity
information.
to ask questions about job
• Listen; use 80/20 rule.
and benefits.
JOB RELATED - OBJECTIVE
All questions
and comments
need to be job
related and
objective.
Be especially careful during the “small
talk” time before and after the actual
formal interview. Sometimes questions
come up that should be avoided.
BASIC TYPES OF QUESTIONS
DIRECTIVE
DO YOU?
YES.
NON-DIRECTIVE
WHY?
Well, let’s see... It all
started when I was
born. My father took
one look and moved
to Mexico
USE W QUESTIONS
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WHAT skills were
needed?
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WHEN did you do this
kind of work?
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WHERE was this applicable?
WHO was responsible?
WHY did you make that decision?
HOW did you solve that problem?
QUESTIONING ALTERNATIVES
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Closed-ended questions - yes-no
Open-ended questions - require explanation
Past-Performance - describe past incidents
Negative Balance - look for weakness
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Negative Confirmation - is weakness pervasive
Mirror Statement - paraphrase ; then silence
Loaded Question - assess decision-making
Half-Right Reflexive - Expose yes-men
Leading Question - Verify & expand information
Hamburger-Helper - Elicit more detail; use silence
Question Layering - Use all styles; W questions; verify
1in 4 Job Seekers Blames Bias
There are a lot of reasons people get turned down for jobs.
Rejected candidates often believe illegal bias is one of them.
27% surveyed claim they’ve been discriminated against when seeking a
job or promotion.
42% of African-Americans say they’ve experienced bias due to race
15% of people over 45 claim they’ve experienced age bias (so did
13% of those under 25, who aren’t protected by law),
10% of women say they’ve run into gender discrimination.
With the perception of discrimination so high, hiring managers must be
aware of how to make fair decisions and conduct interviews properly.
Avoiding comments and questions related to protected classes and
keeping proper applicant and interview records can help prove hiring
decisions were based on legitimate criteria.
1. How old are you?
LEGAL OR ILLEGAL ?
2. This job requires that you work extra hours. Do you have
children with whom this would cause a problem?
3. If hired, can you provide proof that you are 18 years of
age?
4. What country are you from?
5. What denomination are you affiliated with?
6. Are you married?
7. Are you handicapped?
8. Are you capable of performing these assignments in a safe
manner?
9. What languages do you speak?
10. Have you ever been arrested?
DON’T ASK !!!
NATIONAL ORIGIN - ancestry, lineage, birthplace,
next of kin, parent’s citizenship, native language
RELIGION/POLITICS - political or religious beliefs or
affiliation; religious holiday observances; references from
religious leader
RACE - physical features: complexion, hair, eyes, etc.
SEX - name change; preferred form of address; spouse;
number, names, ages of children; marital status
AGE - how old applicant is
DISABILITY - anything except ability to do
actual job after an offer is made
MILITARY HISTORY - branch of service, type of discharge
(unless VEOA, VRA or vet preference)
ARREST/CONVICTION - arrests: anything
not job-related
MAY ASK !!!
(if the job requires)
NATIONAL ORIGIN - U.S. citizenship; languages required
RELIGION/POLITICS - willing to work Saturday / Sunday
SEX - work elsewhere under another name? ; have relatives
working for the government? can travel or work overtime?
AGE - if at least 18 years old; or 16 w/ a high school diploma
DISABILITY - ability to perform tasks essential to job
only ask AFTER an OFFER is made
MILITARY - if has experience in Armed Forces ask for
DD-214 if VEOA, VRA or claiming veteran preference
ARRESTS/CONVICTIONS - about convictions, especially
if job requires handling money or drugs ; about driving
record if job requires operating government vehicles
IMPROPER INTERVIEWING QUESTIONS
1. Are you related to the Smith’s that live in Possum Holler?
2. Are you still married to Julie or did the divorce go
through?
3. Will your social life interfere with going to evening board
meetings?
4. How old are your kids? Will you have enough time to get
the kids off to school so you make it to work on time?
5. What church do you attend; do you go every Sunday?
6. What kind of car do you drive? Does it run well enough to
get to work on time?
7. What do you think of the outcome of the election?
8. How about bringing a sample of pie or cake to your
second interview?
PROPER INTERVIEW QUESTIONS
1. Why are you interested in this position?
2. Explain your understanding of conservation districts
and the roles they play in soil and water conservation.
3. What education and work experience have you had with
land surveys.
4. Describe any experience you’ve had with accounting.
5. Have you had any jobs where you had to deal with upset or
angry customers? How did you handle this situation?
6. Give an examples of how you decide to prioritize work
tasks.
7. What is your ideal job?
8. How geographically mobile are you?
PROPER INTERVIEW QUESTIONS
• Why
– Did you select the school you did?
– Take the courses you have taken?
– Did you choose this career?
• What is your future?
• Why should we hire you?
• Do you have any questions for us?
FAIR OR UNFAIR
Candidates have a right for
personal information to be
kept private. Information
about a disability is personal
information
You can ask about how an
employee’s disability will
change how he/she does the
main tasks in the job.
Your can ask an employee with
a disability how to keep the
workplace safe for everyone.
TESTING ACTUAL SKILLS
If the job requires specific skills, you may ask a candidate to
demonstrate
Typing
Problem solving
Stenography
EXPLAIN JOB & BENEFITS
“We not only have a
great retirement plan, but
you age more quickly
here as well”
Questions from interviewees cover a lot of topics, including
the job, the company as a whole and the boss.
Be Ready for Applicant Questions
Questions about the Position
What are the most important skills needed ?
What is the promotion potential ?
What things about this job did previous employees dislike ?
How is performance be measured? What criteria are important ?
What happens when an employee fails to meet expectations ?
Be Ready for Applicant Questions
Questions about the Organization
Explain the organizational structure? Who reports to whom?
What are the organization’s three most important goals?
What initiatives does the organization have planned?
Describe the management style — what kind of person fits here?
How accessible are top executives to someone in this position?
What’s the company’s policy on attending seminars/ events?
Are there any paid training opportunities?
REJECTION
Rejection should be handled properly, in writing
Rejecting a candidate in person or by phone you run the risk of
getting yourself into a situation you can’t get out of without an
attorney.
KEEP IT SHORT and SIMPLE
It’s best to keep rejection letters short and sweet.
“After carefully reviewing all resumes and
applications, we interviewed a small
number of applicants. Based on
background, qualifications, skills and
experience, we have selected the
candidate that we feel will best fit the
position. ”
“I wanted to let you know that we have filled the ________
position with another candidate. We enjoyed meeting you and are
sorry we won’t be working together at this time. We were fortunte
to have had so many fine candidates to choose from; but it sure
makes it difficult to narrow it down to just one. We hope you’ll
consider applying for future openings that you might be interested
in. Good luck to you with your search. Thanks again.”
FEEDBACK ???
What are the benefits of giving feedback to unsuccessful job
seekers? Not much.
Liability - the candidate might try to claim
the real reason was race, gender, age, etc.
Don’t discuss anything vague like ‘cultural fit.’
Some candidates ask for your reasons just
so they can try to convince you you’re wrong.
You might want to help someone’s job
search by giving constructive criticism if…..
You can be specific in your assessment: “You don’t have enough
experience in [blank].”
The best response is to thank them for their interest and tell
them that they have an interesting (or diverse or impressive)
background but another candidate who was a better fit, more
suitable, or better qualified) was selected.
CASE
A 61-year-old man applied for a supervisory position. He met the
minimum requirements, so he was called in for an interview.
The interviewers didn’t think he was a good fit for the company’s
management team. He had lengthy technical experience, but had spent
very little time supervising.
He spoke negatively about people he’d worked with and “came on a bit
strong” when answering questions about how he’d handle certain
management scenarios.
He didn’t get the job.
He sued, claiming he was rejected because of his age.
The applicant alleged that one of the interviewers asked him “out of the
blue” how old he was and how long he planned on working before
retirement. (The interviewer denied asking those questions.)
According to the applicant, the reasons the company gave for not hiring
him were just a cover for age bias.
Who won the case?
It was questionable whether the age-related questions were even asked
(the interviewer denied doing so).
Even if they were, it didn’t necessarily mean the decision was biased.
The employer articulated several reasons why the applicant wasn’t
hired:
(1) his lack of supervisory experience, and
(2) his behavior during the interview.
Evidence included e-mails sent between the decision makers discussing
those problems.
The court to ruled that age bias wasn’t a factor and threw the case out.
Interviewer’s questions still dangerous
Does this mean hiring managers are free to ask candidates questions
about age, race, sex, disabilities and other protected categories?
NO ! Absolutely NOT ! stray remarks by interviewers can be dangerous.
Although the employer won:
(1) If not for alleged aged-based questions, the employer
wouldn’t have been dragged into court in the first place.
(2) Simply going to court is costly and time-consuming
(3) Other employers haven’t been as fortunate.
The decision demonstrates that keeping clear documentation indicating
a hiring decision was based on job-related criteria can keep employers
out of trouble even when a candidate interprets an interviewer’s
comments as biased.
If you
HIRE HARD
You can
MANAGE EASY