1. B I A N C A M E E R D A N H E N R I C H G E O R G E R I Z Z
U T O M A T T B R A Y M I C H A E L C E R A F I C E M E L I S S A W
O O L F R E Y Interviews
2. Interview Introduction Have you ever felt this way about a
new employee? The person I interviewed isnt the person I
hired.
3. Panel Interview
4. Panel Interview Multi-interview hiring process used to:
Increase the accuracy of assessing candidate as a match Gain
multiple perspectives from the same dialogue Saves time by needing
only one meeting Gauge candidates reaction during possible rapid
fire questioning Learn about candidates overall communication style
Simulate interaction with the team with whom you may work Is hiring
this person a smart risk? Any red flags?
5. Panel Members Roles LEADER o Breaks the ice with
introductions o Explain how interview will be conducted and sets
the stage o Manage the duration, usually 45 to 90 minutes o Keep
conversation on track OTHER MEMBERS o Review the performance-based
job description ahead of time o Ensure that the discussion is
interactive and dynamic o Arrive with an open mind to avoid bias
questioning o Complete formalized scoring sheet
6. The Process One individual asks a question and remaining
group observes o Predetermined set of questions o Probe below the
surface of the initial answer Different listening styles could lead
to repeat questions Pose questions that otherwise may not be asked
in a one on 0ne Attempting to correlate candidates past experiences
and accomplishments with the goal of the position
7. Mayo Clinic Example SHARE Technique Situation analysis
Hindrances (challenges) encountered in previous jobs Actions taken
in such challenges Results orientation Evaluate lessons
learned
8. Pros Cons Provides more accurate assessment of candidates
compatibility for the position Minimizes personality biases Saves
the organization time Employers and co-workers can take note of
candidates interaction with others It maybe intimidating for the
candidate Interviewers could interpret responses in different ways
Decision-making could be difficult due to objective nature Mood and
environment could create an adverse experience Pros & Cons
9. Rating Scorecard Recall salient points in real time Prevent
litigation by documenting an objective hiring process Reduces risk
of disgruntled applicant Attributes measuring the right criteria
weighting to enable hiring for strengths instead of lack of
weakness Assign number, higher is important, and multiply that
weight with raw score get final weighted scores
10. Rating Scorecard
11. Rating Scorecard
12. Rating Scorecard Appearance Poise Interpersonal Skills
Commitment Communication Disqualifiers
13. Not a One Way Street Allow for questions from candidate Be
prepared for candidate to ask more details and share knowledge and
skills that otherwise may not come up on other formats Candidate
questions reveal interest in the job through engagement Chance to
portray positive impression of the firm
14. Recommendations for Use Would we implement panel interviews
at our companies? George already utilizes this interview style at
St. Christophers Hospital for Children. Bianca would implement this
style at Shire Pharmaceuticals for the following reasons: Time
saver Provides a more accurate assessment of the candidate and
whether or not they are a fit for the position More organized way
to conduct an interview Makes it easier for the interviewers to
come to a decision
15. Behavioral Interview
16. What is Behavioral Interviewing? Structured interview
method Seeks to predict future behavior by past behavior
Traditional vs. Behavioral seeks to answer Can they do the job?
Will they do the job?
17. Elements of the Behavioral Interview Based on critical
incident job analysis Standard questions based on job analysis
Discretionary questions regarding details of answers Notes taken
during responses, which are reviewed and rated directly following
interview Ratings combined for total score (Motowidlo et al.,
1992)
18. Common Format of Behavioral Questions Tell me about a time
when You had to use your presentation skills to influence someone's
opinion You anticipated potential problems and developed
preventative measures Describe a time when You anticipated
potential problems and developed preventive measures You were faced
with a stressful situation that demonstrated your coping skills
Give me an example of a time when You motivated others Something
you tried to accomplish and failed Tell me how you approached a
situation where... You had too many things to do and you were
required to prioritize your tasks You used your fact-finding skills
to solve a problem
19. Specific Behavioral Interview Questions Describe a time
when you were required to prepare a forecast tool and/or report?
What was your approach? What factors did you consider? What sources
of information did you use? Discuss a forecast methodology that you
have used for an organization to guide the future direction of the
program. How was it effective? Describe a time you had to implement
a forecasting tool and/or communicate a forecasting report you
developed. What feedback did you get? How did you address the
feedback? (National Institutes of Health GS-560 Budget Analysis
Behavioral Interview Guide)
20. Pros Cons Standardizes candidate review process Should be
customized to position Demonstrated validity greater than
traditional interview methods (Motowidlo et al.), (Moscoso and
Salgado, 2001) Ensures all applicants are treated the same No
indication of gender, race or experience bias (Motowidlo et al.)
(Chorawicka, 2009) Creates talent-repelling power relationship
(Ryan, 2014) Common questions result in canned answers Questions
have to be carefully crafted to the position general questions may
result in irrelevant answers Structure can limit interviewers
discretionary actions Pros & Cons
21. Recommendations for Use Would I use this method at Reed
Tech while interviewing candidates for a Marketing/Business
Development Role? Yes, but not exclusively. Use in conjunction with
other assessments, multiples interviews, one of multiple
interviewers, etc.
22. Stress Interview
23. What is a Stress Interview? An interview that sees how well
a candidate performs under pressure Very rare type of interview May
be a whole interview or just one question
24. How is it Administered? Interviewer goals Candidates do not
know before interview Designed to test potential employees
25. How is it Administered? May start like a regular interview
Interviewer asks odd or unusual questions Interviewer may behave
differently in an unexpected manner
26. Examples of Stress Questions Stress interviews Odd
questions Doubting integrity Showing contempt Throwing you off
balance Hostile body language Quick fire question Having the
candidate ask questions
27. Stress Interview Tactics Individual interviewer tactics
Speed of questions Body language Attitude Group interview tactics
Series of questions Big panel Enter and leave
28. Administering Stress Interview Tactics Aggressive
questioning Unexpected behaviors Brainteasers/puzzles Case
questions Arguing with candidate Constant interruptions
29. Results Usage Determine ability to handle situations Busy
environments Difficult situations Gain truth about background Why
they left previous job What capabilities they really posses Thought
process Tactical skills Ability to reason
30. Result Usage Case Interviews Analytical skills Quantitative
skills Logic of knowledge and concepts Ability to prioritize
Ability to communicate
31. Pros Cons Brings out the real candidate Shows how a person
handles pressure Adaptability to different situations Offend
candidates Candidate loses cool Candidate gets emotionally
intimidated Interview does truly represent work Candidate is not
themselves Candidate is not prepared Interview doesnt represent
culture Pros & Cons
32. Recommendations for Use Would I use this method at PepsiCo
while interviewing a campus hire for a Sales Role? Yes, A lot of
the work we do is fast paced and independent, and we have had
employees who were not able to handle the pressure.
33. The Internship Interview
34. Questions ?
35. References Adler, L. (2014, May 16). How to conduct panel
interviews and why theyre better than the one-on-one. Retrieved 30
October 2014 from
http://louadlergroup.com/how-to-conduct-panel-interviews-
and-why-theyre-better-than-the-1-on-1/. Cannywf1. (2009, October
20). Good Will Hunting - Funny Job Interview (Ben Affleck) [Video
file]. Retrieved from https://www.youtube.com/watch?v=-JBvfZTx-vs.
Choragwicka, B. (2009). Effects of interviewee's job experience and
gender on ratings and reliability in a behavioral interview.
Journal of Work and Organization Psychology, (25)1, 39-45.
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Doyle, A. What is a stress interview? (n.d.). Retrieved 31 October
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od/jobsearchglossary/g/stress-interview.htm. Kokemuller, Neil.
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Leandro Manson Silva. Silly Job Interview - Monty Python [Video
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Monster. (2009, December 13) Apollo 13 - Getting Home [Video file].
Retrieved from https:// www.youtube.com/watch?v=N91ogCGpYl0.
Moscoso, S., & Salgado, J.F. (2001). Psychometric properties of
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Retrieved from
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36. References Continued Motowidlo, S.J., Carter, G.W.,
Dunnette, M.D., Tippins, N., Werner, S., Burnett, J.R., &
Vaughan, M.J. (1992). Studies of the Structured Behavioral
Interview. Journal of Applied Psychology, (77)5, 571-87. Retrieved
from http://web.a.ebscohost.com/ehost/pdfviewer/
pdfviewer?sid=c88b70a0-baa7-4229-948f-
f66fb98054e2%40sessionmgr4001&vid=1&hid=4212. National
Institutes of Health. (2014). National Institutes of Health GS-560
budget analysis behavioral interview guide. Retrieved 13 November
2014 from http://hr.od.nih.gov/hrguidance/
employment/interview/occupation/560-interview.doc. Ryan, L. (2014,
March 4). The trouble with behavioral interviewing. Retrieved 3
November 2014 from
http://www.forbes.com/sites/lizryan/2014/03/04/why-i-hate-behavioral-interviewing/.
Skillings, P. (2014, March 20). The complete guide to panel
interviews. Retrieved 1 November 2014 from
http://biginterview.com/blog/2014/03/panel-interview.html. Stress
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Retrieved 30 October 2014 from
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Stress interviews. (n.d.). Retrieved 1 November 2014 from
http://www.interview-skills.co.uk/Stress- interviews.aspx. The
Internship. (2013, May 9) The Internship: The Big Interview [Video
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