Interviewing skills for supervisors
description
Transcript of Interviewing skills for supervisors
Interviewing Skills For Hiring Managers
© Business & Legal Reports, Inc. 0506
Session ObjectivesBy the end of this session, you will be able to:
• Recognize legal and policy issues related to interviewing
• Identify styles and types of interviews
• Plan an effective interview strategy
• Develop good questions
• Conduct successful interviews
• Take precautions to prevent discrimination
© Business & Legal Reports, Inc. 0506
Session Outline• Legal and policy issues
• Interview styles and types
• Planning strategies
• Interview questions
• Conducting and concluding interviews effectively
• Avoiding discrimination in hiring
© Business & Legal Reports, Inc. 0506
Why Interviews Are ImportantInterviews:
• Give you an opportunity to meet job candidates face-to-face
• Help you to assess a candidate’s strengths, weaknesses, and suitability for the job
• Provide you with the information you need for making the best hiring decisions
© Business & Legal Reports, Inc. 0506
Legal and Policy Issues• Fair employment laws
• ASU’s EEO policy
• Discrimination complaints
• Discrimination lawsuits
© Business & Legal Reports, Inc. 0506
Types of Interviews• Initial screening• One on one• Multiple interviews• Selection committee• Finalists’ interviews
© Business & Legal Reports, Inc. 0506
Plan Your Strategy• Know and understand ASU’s policies and
procedures
• Determine key selection criteria
• Prepare a description of the job and the organization
• Create an outline and develop interview questions
• Brief selection committee members on interview format
• Arrange for a quiet, private meeting place
© Business & Legal Reports, Inc. 0506
Plan Your Strategy (cont.)
• Be sure to allow enough time for each interview
• Anticipate interruptions
• Make sure you have the supplies you need
• Allow sufficient time between interviews
© Business & Legal Reports, Inc. 0506
Develop Interview Questions• Review applications and
résumés
• Prepare a list of questions
• Make sure questions relate to job qualifications
• Create open-ended questions
• Plan for easy follow-up
© Business & Legal Reports, Inc. 0506
Key Questions to Ask• Specific duties?
• Typical day?
•Major accomplishments?
• Teamwork experience?
• Knowledge, skills and abilities?
•Why leaving current job?
• Salary expectations?
© Business & Legal Reports, Inc. 0506
Conduct the Interview• Greet applicants
• Introduce yourself and others on the selection committee
• Break the ice
• Talk about the job and the organization
© Business & Legal Reports, Inc. 0506
Conduct the Interview (cont.)
• Focus on qualifications for the job
• Avoid stereotyping
• Allow silence
• Take notes
© Business & Legal Reports, Inc. 0506
Interviewing Don’ts• Do not ask
discriminatory questions
• Do not ask personal questions
• Do not allow superficial impressions to influence your decision
© Business & Legal Reports, Inc. 0506
Questions to Avoid• Age
• Citizenship
• Disabilities
•Marital status
•Military service
© Business & Legal Reports, Inc. 0506
Questions to Avoid (cont.)
• Religion
• Non-professional affiliations
• Personal life such as spouse, children, or financial situation
• Arrest records
© Business & Legal Reports, Inc. 0506
Conclude the Interview• Ask for additional
questions
• Explain notification procedure
• Give an expected start date for the job
• Describe the next steps
• Thank candidates for coming
• Escort them to main reception area
© Business & Legal Reports, Inc. 0506
Review Your Notes• Notes should be factual
• Avoid any opinions or personal biases
• Include job-related information only
• Keep notes on file for at least 1 year
© Business & Legal Reports, Inc. 0506
Evaluate Candidates• Use your list of interview questions and
responses
• Create a list of job qualifications
• Rate each interviewee using the ASU Hiring Matrix
•Make sure ratings and remarks are job-related
• Use a standard and consistent rating format
© Business & Legal Reports, Inc. 0506
Key Points to Remember• Interviews are an essential part of the hiring
process• You need to be a skilled interviewer• You must be able to plan, conduct, and
evaluate interviews with job candidates• Avoid potentially discriminatory questions
and judgments• Call Human Resources if any questions or to
ask for help