The sustained success of any organization depends upon hiring the right people, in the right job, at the right time. Planning for human resources needs, specifically defining the necessary competencies and capabilities needed, is one of the greatest challenges facing managers. The journey to successful interviewing and selection begins with an understanding of these 5 basic steps.
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1. 5 Steps for Successful Interviewing and Selection Robin
Schooling, SPHR December 2013
2. GoalsHiring the right people for the right jobs Having a
fair, equitable and legally defensible process Providing value to
both interviewers and candidates 3. Step 1 Have a Plan 4. If you
don't know where you are going, you might wind up somewhere else.-
Yogi Berra 5. Determine Job RequirementsNeed to know (knowledge and
skills) Need to do (behaviors) Likes/dislikes (motivation and t) 6.
CompetenciesObservable and measurable KSAs, attitudes and behaviors
Align to organizational business strategy Competency >
Competency Model 7. GoalLearn as much about each candidate as
possible and effectively evaluate the data youve collected in order
to make the most informed decision 8. Step 2 Develop a System 9. If
you cant describe what you are doing as a process, you dont know
what youre doing. W. Edwards Deming 10. Think aboutthe recruiting
funnelwhere are your decision points? 11. When will you communicate
with yourcandidates? 12. Data Gathering Interview Questions
Interview Notes What other data do you need? 13. Data Evaluation
14. Step 3 Find your Style 15. I like guitars in the Fender style
because they have skinny necks.- Kurt Cobain 16. Interviewing
StyleSituational/TheoreticalStress Behavioral 17. Types of
QuestionsClosedOpenLeadingProbingFollow-up 18. Step 4 Set the
Structure 19. The structure of a play is always the story of how
the birds came home to roost. Arthur Miller 20. FormatHave a
Beginning: Greetings and intro; build rapport; explain format and
structure to candidate Have a Middle: Review jobs/experience; ask
behavioral and follow-up questions; ask questions to determine
motivation and tHave an End: Explain position, organization and
role; answer candidate questions; dene next steps 21. Gather Data
Use an Interview Guide Take Notes 22. Rating Scale/Evaluation
MethodA,B,C1,2,3Less than Acceptable -> Acceptable -> More
than Acceptable (too much of a good thing?) 23. Step 5 Make a
Decision 24. Men like a ref decision because they just want to get
back to the game.- Jerry Seinfeld 25. Evaluate the Data
Similarity/relevancy to job Impact (how meaningful and/or
signicant?) Recency of behavior/action 26. Are there competencies
that are trainable after hiring or would they be dicult to develop?
27. Take FiveStep 1: Have a Plan Step 2: Develop a System Step 3:
Find your Style Step 4: Set the Structure Step 5: Make a Decision
28. Robin Schooling, SPHR
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