1

Recruitment in a

Career-banding World

Office of State PersonnelJuly 2008

2

Selection Process

Posting

Screening InterviewingAssessing

the Candidate

Making Offer

Leveling the

Position

Setting Salary

3

Why is this important ?

• Selection ….. based on

relative consideration of qualifications

using fair and valid selection criteria

• Promotional priority considered if ….. eligible employee and outside applicant have “substantially equal qualifications”

4

How?

How do we best

– review applications

– interview candidates

– and make a selection

in a competency-based HR system?

5

The answer is ……

Behavioral-based interviewing

and competency assessment

focused on

competencies

needed to succeed in the job

6

Because …….

“Past behavior

is

the best predictor

of

future behavior”

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“Leveling” the Position

• Define the “business need”

• Describe the work

• Determine competency requirements.

• Establish minimum T&E

• Set position competency level

8

Posting

• ID Position Competency level

• Set Recruitment Range or Salary Range

• Add statement to consider lower level

candidates?

• Add salary grade equivalency

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Next in the Process …..

Screening InterviewingAssessing

the Candidate

10

Selecting Applicants to Interview

Use Applicant Selection Matrix• ID Qualified & Most Qualified

– Meet Minimum T&E

– ID Competencies Indicated

– Select Applicants to Interview

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Exercise #1

Screening the Applicants

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Next in the Process …..

Screening InterviewingAssessing

the Candidate

13

Preparing for the Interview

Use Interview Worksheet

• Review application

• Prepare questions based on competencies

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Why spend extra time?

• Spend more time listening

• Consistent questions

• Get consistent results

• Re-use

• Impress candidates !

15

Reviewing the Application

• Develop Hypotheses

about competencies

• ID Unanswered Questions about competencies

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Exercise #2

Reviewing the Application

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Preparing Interview Questions

The Art of Asking Questions • Behavior-based

Accomplishment Questions Situational Questions Direct Competency Probes

• Open-ended questionsTell me about ……Describe a time when …..Give me an example of …….

• Legally defensible

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Comparison of Questions

Traditional• Predictable• Straight-forward

answers• General

Behavior-based• More pointed

(about a specific skill, knowledge or ability)

• More probing• Situational – What

would you do?

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Examples of Questions

Traditional• What are your strengths

and weaknesses?• What problems did you

face and how did you handle them?

• Describe a typical work week.

Behavior-based• Describe a decision you

made that was unpopular and how you implemented it.

• What do you do when your work is interrupted? Give an example of how you handle it.

• Tell me about a time you worked effectively under pressure.

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Sample Question #1

“Tell me about a recent problem that came up in your job for which old solutions would not work. How were you able to solve this problem?”

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Sample Question #2

“Summarize the key principles of adult education and explain how to use them in instructional design.”

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Sample Question #3

“Describe a situation where you were successful in getting people to work together effectively.”

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Exercise #3

Practice

Writing Questions

(and follow-up questions)

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Setting up the Interview

• Setting the Tone

• Physical Arrangements

• Establishing Rapport

• Describing the Purpose

• Describing the Next Steps

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Basic Interviewing Skills

• Follow-up Questions • “Peeling the onion”

• Active Listening

• Recording

• Interpreting Results

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Evaluate Responses

• What did you learn about how the candidate demonstrated the competency?

• Another competency?

• Clear example?

• Answered question?

• Other concerns raised?

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Responses to be wary of

• Feelings or opinions

• Theoretical statements

• Future-oriented statements

• Vague statements

• Missing or more components

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“Describe some projects that you have been largely responsible for in a previous position.”

Candidate describes specifically how s/he was responsible for initiating & completing several major projects; talks about results.

Candidate says s/he was responsible for initiating & completing several projects.

Candidate says s/he worked on projects but had no part in their initiation or responsibility for their completion.

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“Think about a time when you had a number of important deadlines and your manager kept

requesting different changes to a report that caused you to miss your deadline. What did you do?”

Candidate says s/he discussed the conflict with the manager, suggested an alternative and agreed on how to handle it better next time.

Candidate says s/he told the manager about the problem and how frustrating it was.

Candidate says s/he decided to just work through lunch more often because the manager didn’t like to hear criticism.

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Exercise #5

Rate the Responses

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Next in the Process …..

Screening InterviewingAssessing

the Candidate

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Functional Competency Assessment

Functional Competencies

Comp.

Level

Expectations Results Level C J A

                 

                 

                 

Career Development Activities (include Supervisor and Employee responsibilities):

     

Final Competency Assessment: Contributing (C) Journey (J) Advanced (A)

Comments:     

Competency Assessment DiscussionEmployee Comments:     Supervisor Comments:

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Functional Competencies

Comp.Level Expectations Results

LevelC J A

Knowledge-Technical

J General knowledge of applicable area of science to perform laboratory procedures and tests in support of research protocol. Knowledge and skills to adjust and calibrate instrumentation and equipment as needed with limited supervision.

     

Operations– Research Support

J Ability to conduct routine tests and procedures dictated by the research protocol. Ability to assist in the layout and maintenance of subject environment. Ability to mix and/or apply chemical and/or other materials.

     

Data Collection

J Ability to organize and tabulate data; ability to ensure quality control of data collection.

     

Laboratory/Subject Care

J Ability to administer routine medications and prepares experimental and maintenance diets for research subjects according to established protocols and instructions; ability to observe study subject reactions.

     

Initial Competency Assessment for Recommended Applicant

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Exercise #6

Writing the Initial

Competency Assessment

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Next in the Process …

Posting

Screening InterviewingAssessing

the Candidate

Making Offer

Leveling the

Position

Setting Salary

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Setting Salary

• Financial Resources - amount of funding available when making pay decisions

• Appropriate Market Rate - market rate applicable to the competencies demonstrated by the employee

• Internal Pay Alignment - consistent alignment of salaries for employees who demonstrate similar required competencies in same banded class within work unit or organization

• Required Competencies - competencies & associated levels required based on organizational business need

3737

Pay Based on Competencies

JMRMin CRR ARR Max

Contributing Journey Advanced

Comp 1 X

Comp 2 X

Comp 3 X

Comp 4 X

Overall Xrecommended salary for Ann Petrie

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Finishing the Process …

Posting

Screening InterviewingAssessing

the Candidate

Making Offer

Leveling the

Position

Setting Salary

39

QUESTIONS?