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Following is a suggested approach to interviewing and selecting the best applicant for a job.
Before the Interview
During the Interview
After the Interview
Example
Develop a success profile. A success profile is a list of competencies required to be successful in the job.
Step 1. Begin by listing the tasks required to perform the job. Review the formal job description, if you have one. Most written job descriptions contain a list of tasks required to successfully perform in the job. If you don't have a formal job description, observe employees performing the job first-hand or talk with employees in the same or similar jobs. Write down everything they do, step-by-step, while performing the various job functions. Examples include: interviewing complainants and respondents; preparing investigative reports; and testifying before a hearing officer.
Step 2. Identify other important aspects of the job that could influence the person's motivation to perform the job or remain with the organization. For example: frequent travel, overtime, community involvement, pay, demanding schedule, repetitive tasks, or unusual work culture.
Step 3. Describe the behaviors necessary to effectively carry out the tasks and be successful. These behaviors, or competencies, become your success profile. You should be able to identify between eight (8) and fourteen (14) competencies. Examples include:
Use Behavioral Interviewing Techniques. Behavioral interviewing is based on the premise that past performance is the most accurate predictor of future performance. Behavioral questions are used to evaluate the candidate's past experience to determine if they have the competencies to be successful in the job.
Step 1. Identify the competencies you want to cover during the interview. The number of competencies that can be covered during an interview is dependent on the amount of time you have. If you cannot cover them all, select the competencies you feel are most important to be successful in the job.
Step 2. Develop the interview questions. You should have one question for each competency you want to cover during the interview. The questions should elicit responses that describe what the applicant actually did or said in a specific situation including background about the situation or task, action taken and results. Many times the questions will begin with the following introductions:
Rate the Candidates. A rating scale will ensure that the candidates are evaluated objectively.
Step 1. Develop the Rating Scale. Many interviewers use a five-point scale that ranges from 'Much less acceptable' to 'Much more than acceptable'. Adding descriptions to each score can be helpful if you are using an interview committee with multiple interviewers. For example, if the competency you are rating is 'teamwork', your scale and descriptions may look like this:
Step 2. Rate the Candidates. For each competency area that you address during the interview, you will assign a score from your rating scale. After all the candidates have been interviewed, you can then compare scores.
Job Title: Administrative assistant for a large marketing firm
Tasks:
Other Important Aspects of the Job:
Success Profile:
Behavioral Interview Questions:
Rate the Candidates:
Candidate 1 | |
Planning/Organizing | 5 |
Analysis | 4 |
Admin & Mgmt | 4 |
Flexibility | 5 |
Total Score | 18 |
Candidate 2 | |
Planning/Organizing | 4 |
Analysis | 3 |
Admin & Mgmt | 3 |
Flexibility | 3 |
Total Score | 13 |
Candidate 3 | |
Planning/Organizing | 5 |
Analysis | 3 |
Admin & Mgmt | 3 |
Flexibility | 1 |
Total Score | 12 |
Candidate 4 | |
Planning/Organizing | 3 |
Analysis | 4 |
Admin & Mgmt | 4 |
Flexibility | 2 |
Total Score | 13 |
Candidate 5 | |
Planning/Organizing | 4 |
Analysis | 5 |
Admin & Mgmt | 5 |
Flexibility | 2 |
Total Score | 16 |
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