Interviewing & Hiring Practices

Interviewing & Hiring Practices Office of Human Resources Southwestern Community College

Selection Process • First step in applying for a job • Resume • Highlight previous experience that matches the job requirements of the job you are applying • Cover letter • Briefly explain why you are interested in the position and how your previous experience makes you a viable candidate for the position in which you are applying • Employment Application • Some companies may ask you to complete their employment application • Most state and federal positions will require an employment application • Many employment applications are now online

Selection Process (continued) • Online application process • Filters through the applications before an actual person sees the application • Important to include “key words” in application or resume to match the position requirements • Selection Committees • Multiple people review the applications and decide on which applicants to interview as a group • Hiring Manager/Human Resources • The supervisor for the advertised position or someone from Human Resources will review the applications and select candidates to interview

Selection Process (continued) • Who is chosen to interview? • Usually must meet minimum requirements for the position • Example: if the position requires a master’s degree and the applicant has a high school diploma, then the applicant will probably not be selected to interview • Candidates that meet the preferred requirements • Candidates that have listed related work experience on their resume and/or application • Well-written resume and/or application • Should be typed • Error free • Have someone else proof your resume • Use spell-check but don’t completely rely on it • Candidates that have documented success in previous positions • Sell yourself on your resume and/or application • Highlight your accomplishments

Interview Process You made it past the first screening. What next? • Interview Committee or Panel Interview • Candidates will interview with multiple people • Could comprise of the supervisor, other department managers, someone from human resources, and possibly a future co-worker • One-on-One Interview • Hiring Manager • Human Resources Representative

Interview Process (continued) How to have a successful interview: • Prepare for the interview • Research the company • Have a couple of facts memorized for the interview • Practice, Practice, Practice • Ask a friend to act as the interviewer and practice answering sample interview questions • Know how to get to the interview and allow for extra travel time • It is always better to be early rather than late for an interview. • Bring extra copies of your resume to the interview • Prepare a couple of questions about the position • Show the interviewer(s) that you researched the position

Sample Interview Questions • Tell me about yourself. • Why did you leave your last job or why do you want to leave your current job? • What experience do you have in this field? • What do co-workers say about you? • What do you know about Southwestern Community College? • What have you done to improve your knowledge or skills in the last year? • Why do you want to work for Southwestern Community College? • Are you a team player? Describe a situation where you were a team player. • Have you ever had to fire anyone? How did you feel about that? • What is your philosophy towards work? • Have you ever been asked to leave a position? • Explain how you would be an asset to this program (or department). • Why should we hire you? • Tell me about a suggestion you have made. Was it implemented? • What irritates you about co-workers? • What is your greatest strength? • Tell me about your dream job. • Why do you think you would do well at this job? Source: The Accelerated Job Search by Wayne D. Ford, PhD (adapted)

Sample Interview Questions • Describe a good day at work. • What are you looking for in a job? • What would your previous (or current) supervisor say your strongest point is? • Tell me about a problem you had with a supervisor • What has disappointed you about a job? • Tell me about your ability to work under pressure and provide an example. • What motivates you to do your best on the job? • Are you willing to work overtime? Nights? Weekends? • Describe your management style. • What have you learned from mistakes on the job? • If you were hiring a person for this job, what would you look for? • How do you propose to compensate for your lack of experience? • What qualities do you look for in a supervisor? • Tell me about a time when you helped resolve a dispute between others. • Describe your work ethic. • What has been your biggest professional disappointment? • What has been your greatest professional success (something you are proud of)? • Tell me about the most fun you have had on the job. • Do you have any questions for me? Source: The Accelerated Job Search by Wayne D. Ford, Ph.D (adapted)

Interview Process (continued) How to have a successful interview: • Dress appropriately • Avoid dressing too casual Too Casual

Interview Process (continued) Dress maybe okay once hired (depends on workplace) but too casual for an interview • Although some worksites have casual dress during the week, it is still better to over-dress for the interview.

Interview Process (continued) Perfect – Your Hired! Show the interviewer that you are serious about the job

Interview Process (continued) How to have a successful interview: • Try to engage the interviewer • Let your personality shine • Smile • Be professional • Firmly shake the interviewer(s) hand(s) • Sit up straight • Make eye contact • Speak clearly • Project your voice • Don’t mumble • Don’t chew gum • At the end of the interview, thank the interviewer/panel • Stay positive • Don’t say anything negative about a previous employer or supervisor (even if you had a very negative experience) • If asked about a weakness, then turn the answer into something positive • Example: I am a perfectionist; however, I have learned to produce error-free work in a time-efficient manner.

Interview Process (continued) “Don’ts”: Why interviewees are not hired • Lack of interest for the position • Negative comments during the interview • Too casual (in appearance and/or behavior) • Lack of eye contact • Clerical errors and/or messy application/resume • Late for interview • Answers to interview questions were too vague/not clear • Poor grammar (written and/or verbal)

Interview Process (continued) Know Your Rights: Questions the interviewer is not allowed to ask • The national origin of the applicant (e.g., birthplace, ancestry, culture, etc) • Religion or religious beliefs • Pregnancy, childbirth, or related medical conditions • The age of the applicant • The applicant’s marital status, number/age of children, childcare issues • A person’s handicap(s) • The applicant’s sexual orientation • Membership in any organizations and/or groups that are not professional associations related to the job

Southwestern Community College Selection Process • All full-time positions have selection committees • Selection committee reviews the applications and selects the most qualified candidates to interview for the position • The interviewees may be asked to participate in the following (as deemed necessary by the selection committee): • A demonstration of his/her presentation skills (typically used for faculty positions) • A tour of the campus • A skills test (typically used for administrative assistant positions) • A second level of interviews • After the interviews are conducted, the selection committee will do one of the following: • Recommend one of the interviewees to the president • Select a second group of applicants to interview for the position • Repost the position (if there was not a sufficient group of qualified applications)

Southwestern Community College Selection Process • The Office of Human Resources will conduct a criminal background check and contact the applicant’s references/previous employers • After the interview with the president, the president will either recommend the candidate to the Board of Trustees or reject the candidate. • If the candidate is recommended to the Board of Trustees, then the Board will have 7 days to reprove the recommendation for employment. • If no negative response is provided by the Board of Trustees, then the Office of Human Resources extends an offer of employment to the candidate.

Prepare Now for Future Careers • Stay in school and graduate • It is never too early to begin building your resume • Participate in school activities, committees, and/or sports • Volunteer in the community • Talk with someone who has a career that interests you • Shadow the person for a day • Find out what degree is required for the position • Find out the type of work experience and how many years of experience are required for the position • Work part-time in the field that interests you

Human Resources Human Resources Specialist • Primarily responsible for employment services and employee benefits • Place employment ads • Assist applicants with the application and selection process • Schedule interviews • Contact applicants’ references • Serve on selection committees • Coordinate annual benefits fair • Conduct benefits orientations for new employees • Assist employees with benefit questions • Serve on college committees • Required qualifications: • Associate’s degree • Two years of related work experience • Proficient in Microsoft Office • Excellent oral and written communication skills • Organization skills

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Interviewing & Hiring Practices