Interviewing Skills For Supervisors

1. Interviewing Skills For Supervisors

2. Session Objectives By 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

3. Session Outline • Legal and policy issues • Interview styles and types • Planning strategies • Interview questions • Conducting and concluding interviews effectively • Avoiding discrimination in hiring

4. Why Interviews Are Important Interviews: • 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

5. Legal and Policy Issues • Fair employment laws • Company EEO policy • Discrimination complaints • Discrimination lawsuits

6. Interview Styles • Traditional • Behavioral

7. Types of Interviews • Screening • Targeted • Multiple • Situational • Group

8. Plan Your Strategy • Determine key job criteria • Prepare a positive description of the job and the organization • Create an outline and develop interview questions • Arrange for a quiet, private meeting place

9. 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

10. 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

11. Key Questions • Specific duties? • Typical day? • Major accomplishments? • Teamwork experience? • Transferable skills? • Why leaving current job?

12. Planning for Interviews • Questions?

13. Conduct the Interview • Greet applicants • Introduce yourself • Break the ice • Talk a little about the organization

14. Conduct the Interview (cont.) • Give an overview of the job • Show interest in the applicant • Listen actively • Observe closely

15. Conduct the Interview (cont.) • Focus on qualifications for the job • Avoid stereotyping • Allow silence • Take notes

16. 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

17. 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

18. Evaluate Candidates • Use your list of interview questions • Create a list of job qualifications • Rate “must have” vs. “would like” traits • Make sure ratings and remarks are job-related • Use a standard rating format

19. Interviewing Don’ts • Do not ask discriminatory questions • Do not ask personal questions • Do not allow superficial impressions to influence your decision

20. Interviewing Do’s • Beware of tendencies toward stereotypes • Focus on job-related items • Ask only for information you need

21. Questions to Avoid • Age • Citizenship • Disabilities • Marital status

22. Questions to Avoid (cont.) • Religion • Affiliations • Personal life • Arrest records

23. 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