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Interviews. Types of Interviews Interview Steps Interviews and the Law. Overview. 2. Structured Interviewing Unstructured Interviewing Behavioral Based Interviewing (BBI) Use of S.T.A.R Individual Interview Phone Interviewing Committee Interviewing Task/Test Interview.

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Presentation Transcript
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Types of Interviews

Interview Steps

Interviews and the Law

Overview

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Structured Interviewing

Unstructured Interviewing

Behavioral Based Interviewing (BBI)

Use of S.T.A.R

Individual Interview

Phone Interviewing

Committee Interviewing

Task/Test Interview

Types of Interviews

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This interview type includes a set list of interview questions.

Structured interview can be deceiving since questions may not ask for explanations or may not be in depth enough to learn about candidate.

Also, questions can reveal thoughts and attitudes, but it may not reveal skill level.

Example:

Question – “What did you like most about your last job?”

Answer – “I liked my co-workers, the customers, and the schedule.”

Though this question may reveal that the person is social and works well with others by saying they liked their coworkers and customers, it does not reveal how well they performed their job.

Structured Interview

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Unstructured interview is when the person conducting the interview asks questions as they come.

This interview type makes the interview more personal and comfortable since it is not as formal.

Considered a weak interview type choice because:

There is no consistency between those being interviewed, making it harder to choose a candidate.

Interviewer may forget to ask or cover something.

Interview can easily get off track.

Unstructured Interview

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The idea of BBI is that past performance is a predictor of future performance.

This is evaluated by asking questions to have them describe a Situation, the Task, what Actions were taken, and the Results (also known as STAR)

It is important to ask questions related to the job, such as:

“Describe your last project as a mechanic. What were the problems and what did you do? What were the results?”

“Describe your hardest management decision at your last job. What were the problems, actions taken, and results?”

Behavior Based Interview (BBI)

S.T.A.R.

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Most common interview type.

One-on-one interview with the purpose of determining how the candidate will fit into the organization and how their skills will work with others in the department.

Can last 30-90 minutes depending on how in depth the interview.

Individual Interview

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Committee Interview

Members of the company interview a single candidate at the same time.

Useful with some positions in the company that may require several people to approve the candidate.

Committee Interview

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Telephone interviews are used to screen out candidates so that only a few one-on-one interviews can be held, saving time.

Phone interviews are a great opportunity to see how well a person can communicate verbally and listen carefully to the questions being asked.

Phone Interview

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Task and test interviews are designed to ensure that the candidate possesses the skills required on the job.

This is a good tactic to also see how the candidate problem solves and handles stress, especially if they are not expecting to take the test.

This should accompany another interview to gain a full view of what the candidate has to offer.

Task/Test Interview

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Before Interview

Identify qualifications and skills required for the job.

Identify what personality traits the candidate should possess to compliment the job and co-workers.

During Interview

Be prepared with questions.

Listen, take notes, and refrain from getting distracted by outside sources, like phone calls.

Express appreciation when concluding interview.

After the Interview

6. Review all of your notes about all the candidates and narrow choices down.

7. Make decision, consulting with others as needed.

Interview Steps

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Laws govern what you can and cannot ask a candidate during an interview.

These regulations ensure that there is no bias on hiring a candidate based on any attribute besides their qualifications as a future employee.

Interviews and the Law

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Subject: Nationality

Illegal: “Where were you/your parents born? Are you a U.S. Citizen? What is your native language?”

Legal: “Are you authorized to work in the U.S.? What languages do you speak?” (language only can be asked if applicable to job)

Subject: Age

Illegal: “How old are you? When is your date of birth? When did you graduate from college?”

Legal: “Are you 18 years old or older?”

Subject: Marital/Family Status

Illegal: “What is your marital status? Who do you live with? Do you plan on having children? When? What are your child care arrangements?”

Legal: “Would you be willing to relocate? Are you willing to work overtime occasionally?” (these questions are ok as long as they apply to the job)

Interviews and the Law (examples…)

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Subject: Disabilities

Illegal: “Do you have any disabilities? What is your medical history? Have you had any operations or other procedures? How is your families medical history?”

Legal: “Are you able to perform the functions of this job with or without reasonable accommodations?” (you MUST first thoroughly describe job before asking this question)

Subject: Criminal Record

Illegal: “Have you ever been arrested?”

Legal: “Have you ever been convicted of a felony?”

Subject: Military

Illegal: “If you served in the military, were you honorably discharged? What branch did you serve?”

Legal: “What type of training or education did you receive in the military?”

Interviews and the Law (examples continued…)

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Subject: Affiliations

Illegal: “Do you belong to any clubs or social organizations?”

Legal: “Do you belong to any professional, trade groups, or other organizations that would be relevant to the job?”

Subject: Personal

Illegal: “How tall are you? How much do you weigh?”

Legal: “Are you able to lift and carry 50 pounds across 100 yards?” (height and weight are not acceptable to ask unless they are required for job safety)

Interviews and the Law (examples continued…)

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For Questions, Concerns, and Assistance please contact Human Resources:

Steve Sager

Director of Human Resources Airborne Global Solutions

Phone: 937-366-2830

Email: steve.sager@airborneglobal.com

References

"Psychology for Business Needs: Behavior-based Interview Training." Lakin Associates. 2008: n. page. Web. 16 Jul. 2012. <http://www.lakinassociates.com>.

"Careers and Workplace: Types of Interviews." USA Today. 01 29 2001: n. page. Web. 16 Jul. 2012. <http://www.usatoday.com/careers/resources/interviewtypes.htm>.

Questions, Concerns, Assistance

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