1 Session Goals 1. To learn to find good candidates 2. To get - - PowerPoint PPT Presentation

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Session Goals

• 1. To learn to find good

candidates

• 2. To get better at

selection interviewing

• 3. To learn what you can &

can’t ask in interviews

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Session Agenda

• Introduction
• Finding great people
• Interview tips and tricks
• Legalities
• Closure

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https://youtu.be/Uo0KjdDJr1c

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Recruiting & Selection is Serious Business

Two FACTS

• The future of your company is only as bright

as the people you hire

• Hiring the right employees is one of the most

difficult and important jobs a leader has

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Finding Great People

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How Recruiting Was

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Recruiting has Changed Forever

• 1. Pinterest
• 2. Simply Hired
• 3. MOGUL
• 4. Recruiter
• 5. Dice
• 6. ZipRecruiter
• 7. Glassdoor
• 8. Facebook
• 9. Idealist
• 10. LinkedIn

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Still the Best Way to Find Great People

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Yeah! What about my cousin Gertrude? Hey, you know any great people for my new company?

Network

Interview Tips & Tricks

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Interviewing is serious business

• Imagine having just one 30-45 minute date to

determine if you wanted to spend the rest of your life with a particular person

• How confident are you in your ability to ask meaningful

questions and make a decision that will impact the majority of your waking hours for the foreseeable future?

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Interview Sequence

• 1. Welcome the candidate
• 2. Put the candidate at ease
• 3. Briefly describe the company
• 4. Outline the job duties
• 5. Ask your questions
• 6. Ask for their questions
• 7. Tell them the next steps
• 8. Close the interview

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Interview Tips

• Be prepared-develop questions in advance
• Don’t monopolize the conversation (70/30

rule)

• Avoid interruptions
• Give them ALL of your attention
• Don’t be too chummy
• Leave time to answer the candidate’s

questions

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Interview Tips

Pay attention to non-verbal factors – Eye contact – Presentation – Attitude – Preparedness – Enthusiasm – Their questions – Connection to you – Speed of movement

Interview Tips

• Avoid biases
• Similarity
• Recency
• Keep questions consistent across all
• Avoid giving false hope or making

commitments you can’t keep

• Ex: “I’ll be seeing you soon.”
• Block out adequate time for the interview
• Allow at least 30+ minutes
• Take notes

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How to conduct an interview

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https://youtu.be/M0zyf05GlIg

Interviewing is serious business

• Get beyond tired, overused

questions & create a strategy tailored to find the best person for your specific requirements & culture

• Two types of questions
• General format
• Behavioral format

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General Format Questions

• Describe your most challenging job/least

challenging job.

• Tell me about a job where you learned the

most/learned the least.

• Describe the best boss you ever had/the worst boss

you ever had.

• Tell me about a time when you tried something new

at work and it failed.

• Where do you see yourself in five years?
• What is the most important thing for you in a work

situation?

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General Format Questions

• Why do you want this job?
• What qualities do you have that will make you a

success here?

• A new project you’re overseeing has great revenue

potential, but could put the company in legal hot

• water. How would you handle this?
• How do you know when to solve a problem on your
• wn or to ask for help?

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Behavioral Interviewing

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Past Behavior Future Behavior

Behavioral Interviewing: S.T.A.R. Technique

(S) Situation. Describe the situation in which the event took place. (T) Task. Describe the task you were asked to

• complete. If there was a particular problem or issue

you were trying to solve, describe that here. (A) Action. Explain what action you took to complete the task or solve the problem. (R) Results. Explain the result of your actions. For example, if your actions resulted in completing a task, resolving a conflict, improving your company’s sales record, etc., explain this. Try to focus on how your actions resulted in a success for the company.

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Behavioral Format Questions

• Describe a time you had to solve a problem without

managerial input. How did you do it and what was the result?

• Give an example of a time you identified and fixed a

problem before it became urgent.

• Tell me about a time you predicted a problem with a
• stakeholder. How did you prevent it from

escalating?

• Describe a situation where you faced serious

challenges in doing your job efficiently. What were the challenges, and how did you overcome them?

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Behavioral Format Questions

• Can you give me an example of a situation where

you used creative or innovative thinking to eliminate frustration with a product or process?

• Tell me about a time when you have had to develop a

creative approach to problem solving in order to get the job done.

• Tell me about a business problem that you had to

solve in a unique or innovative way. What was the

• utcome?

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“Blended” Questions

• Give an example of an occasion when you used logic to

solve a problem.

• Give an example of a goal you reached and tell me how

you achieved it.

• Give an example of a goal you didn't meet and how you

handled it.

• Describe a stressful situation at work and how you

handled it.

• Tell me about how you worked effectively under

pressure.

• How do you handle a challenge?
• Have you been in a situation where you didn't have

enough work to do?

• Have you ever made a mistake? How did you handle it?

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Our Recommendation

• We recommend using a mix
• f General format &

Behavioral format questions

• General are not sufficient

by themselves

• Too many Behavioral are

exhausting & will take a long time

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Some Issues

1.

Should I ask everyone the same questions?

2.

If I know quickly that this is not the right candidate, what do I do?

3.

What do I do if the candidate tells me something inappropriate?

4.

Some candidates talk in paragraphs, rather than

• sentences. What do I do if this happens?

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What do I do if the applicant won’t really talk to me (yes/no answers)?

6.

What do I do if I already know things about the candidate? Should this influence me?

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Legalities

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Legalities

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Employment Laws Federal protected classes include:

• Race
• Color
• Religion or creed
• National origin or ancestry
• Sex
• Age
• Physical/mental disability
• Veteran status
• Genetic information
• Citizenship

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Guidelines

• Ask only questions that are job-related
• Be careful about “casual conversation” &

acquiring information that could be viewed as discriminatory

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Rule of Thumb

If a question (or statement) is job

related, it is usually appropriate to ask.

If not job related, caution is in order.

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Never Ask These Questions

QUESTIONS ON AGE

• How old are you?
• When did you graduate from high school? College?

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QUESTIONS ON GENDER

• Are you married?
• Do you intend to get married?
• Do you have children?
• Are you a single parent?
• Do you practice birth control?
• Do you live by yourself?
• How many people live in your household?
• Where does your spouse work?

Never Ask These Questions

QUESTIONS ON ETHNIC ORIGIN/RACE

• What's your nationality?
• Where are your parents from?
• What languages do your parents speak?
• Are you bilingual? (unless job related)
• What language do you speak at home?
• What's the origin of your name?

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QUESTIONS ON RELIGION/POLITICAL BELIEFS

• What church are you a member of?
• Can you work Sundays? Saturdays?
• With what political party are you affiliated?
• How do you feel about Donald Trump?

Never Ask These Questions

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QUESTIONS ON DISABILITIES

• What health problems do you have?
• Can you read small print? (Unless job related)
• Do you have any back problems?
• When were you in the hospital last?
• Do you have any medical problems?

Age Questions?

What you can ask

• Are you over age 18?

What you can not ask

• How old are you?
• What is your birth date?
• What year were you born
• How old were you when you

graduated?

• How do you feel about working

with someone younger?

• Do you typicallyget along with

younger co-workers?

• How close are you to retirement?
• How much longer are you

planning on working in the field?

Gender Questions?

What you can ask

• Do you have responsibilities other

than work that will prevent you from performing specific job requirements such as traveling?

• What hours and days can you

work?

• Have you ever worked under a

different name?

What you can not ask

• What are your plans for raising a

family?

• How many children do you have?

Can you get a babysitter?

• What are the ages of your

children?

• What are your child care

arrangements?

• What does your husband do for a

living?

• Are you married or divorced?
• How would you feel working in a

male dominated company?

Ethnicity Questions?

What you can ask

• Are you legally eligible to work in

the US?

• Can you produce documentation

for work eligibility?

• Inquiry into languages applicant

speaks fluently IF it is a requirement for the position.

• Does your visa permit work in the

US?

What you can not ask

• Where were you born?
• Of what country are you a citizen?
• Smolinski, what kind of name is

that?

• I see you speak Spanish. Did you

learn that in your native country or in school

• Are you an American citizen?

Religion/Political Questions?

What you can ask

• Will you be available to work the

required schedule?

What you can not ask

• What church do you attend?
• Do you need special time off work

to observe religious holidays?

• What is your religion? Beliefs?
• Do you attend church?
• Are you Mormon?
• What party do you support?
• How’d you vote in the last

election?

• What do you think of Greitens?

Disability Questions?

Questions you can ask

• Are you able to perform the duties
• f the job without

accommodation?

• What accommodation do you

need in order to perform the tasks?

• How many days were you absent

from work last year?

• Can you (specific task)?
• Are you able to perform the

(specific task) with or without accommodation?

What you can not ask

• Do you have any disabilities?
• Are you in good health?
• That is a noticeable limp. Those

are thick glasses. How severe is your disability?

• What is the long term prognosis

for your condition?

• How many days were you absent

due to your illness?

• You daughter has MS, will that

effect you at work?

Education Questions?

What you can ask

• Do you have a High School

diploma or equivalent?

• Do you have a university degree?

What you can not ask

• When did you graduate?
• What year did you graduate?

Finance Questions?

What you may ask

• None

What you can not ask

• Do you own your home?
• How long have you lived at your

present address?

• Have your wages ever been

garnished?

• Bankruptcy history?

Military & Union Questions?

What you can ask

• What type of education, training,

and experience did you receive in the military?

• Inquiry into membership in
• rganizations the applicant

considers relevant to the job.

What you can not ask

• What type of discharge did you

receive?

• Are you a union member?
• What clubs and societies do you

belong to?

• Opinions regarding unions?

Background-Related Questions?

What you can ask

• It is best to only ask about

convictions relating to the job-

• therwise no questions are

encouraged.

What you can not ask

• Have you ever filed for workers

compensation?

• Have you had any prior work

injuries?

• Have you ever been arrested?
• Hobbies and activities outside of

work?

Questions?