Chapter 7The Recruiting

Interview

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Chapter Summary

The Changing World of Work Preparing the Recruiting Effort Obtaining and Reviewing Information for

Applicants Structuring the Interview Conducting the Interview Evaluating the Interview Summary

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The Changing World of Work

Brains are more important than brawn. The knowledge worker is now the prized

employee. Knowledge, information, technology,

medicine and data are now where work and competition are centered.

Finding, recruiting, interviewing, evaluating, and retaining quality employees are an organization’s biggest challenges.

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The Changing World of Work

Essential Applicant Skills1. Language and the accompanying culture

2. Problem-solving attitude

3. Computer competent

4. The ability to deal effectively with numbers

5. Strong interpersonal skills

Continued…

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The Changing World of Work

Essential Applicant Skills 6. Global and diverse perspective

7. Willingness to learn new skills and ideas

8. Ability to deal effectively with change and job ambiguity

9. Customer and quality oriented

10. Team player and group leader

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The Changing World of Work

• Where to Find Good Applicants Internet Options Career catalogue department at large bookstores College placement services Ethnic organizations Job fairs Downsizing or merging organizations Personal associates and friends Professional societies

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Preparing the Recruiting Effort

Reviewing EEO Laws EEO Laws to Know

Know both state and federal laws Federal EEO laws pertain to all organizations that:

Deal with the federal government Have more than fifteen employees

Have more than $50,000 in government contracts Engage in interstate commerce

Continued...

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Preparing the Recruiting Effort

Reviewing EEO Laws EEO Laws to Know

State laws may be more stringent than federal laws. Unintentional violations are still violations. EEO laws apply to applicants who are not “minorities”

or women.

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Preparing the Recruiting Effort

Reviewing EEO Laws Compliance with EEO Laws

Bona fide occupational qualifications (BFOQs) are the keys to nondiscriminatory hiring.

EEO violations are easy to avoid. Focus on the positive, not the negative. Treat applicants as you would want to be treated.

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Preparing the Recruiting Effort

Reviewing EEO Laws Keep Up-to-Date

Current information on EEO laws is essential. Accepting or keeping unlawful information create

liability for the company even if the information was not requested.

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Preparing the Recruiting Effort

Developing an Applicant Profile The profile must be a composite of BFOQs. The profile is the ideal by which all applicants are

measured. Is past performance the best predictor of future

performance? Can non-dominant group applicants match your

profile?

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Preparing the Recruiting Effort

Assessing What Applicants Want What Do Applicants Desire in a Position and

Career? Applicants are increasingly information driven. Applicants may not look or dress like you; live with it.

What Do Applicants Desire in an Interviewer? The recruiter is the organization in the applicant’s

eyes. Select recruiters with applicant characteristics in mind.

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Obtaining and Reviewing Information on Applicants

Application Forms Resumes Cover Letters Letters of Recommendation & References Tests

Basic skills tests Personality tests Honesty tests

Many sources have criticized the use and validity of honesty tests.

Probing deeply into answers is essential in assessing honesty.

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Obtaining and Reviewing Information on Applicants

Benefits of Previewing Applicants

• Doing your homework leads to more effective interviews.

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Structuring the Interview

The Opening Establishing Rapport Orientation The Opening Question

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Structuring the Interview

The Body of the Interview Unstructured interviews do not recruit top

quality applicants. Highly structured interviews are more reliable

but less flexible and adaptable. Moderately structured interviews are used by

the majority of recruiters. In all cases, get the applicant talking as quickly as

possible.

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Structuring the Interview

Closing the Interview The closing must sustain the positive tone of the

interview. Do not encourage or discourage applicants

needlessly. Make decisions and notify all applicants as soon

as possible.

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Conducting the Interview

Nontraditional Interviewing Approaches Applicants and recruiters prefer the traditional

one-on-one interview. Stifle any signs of competition in seminar

interviews.

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Conducting the Interview

Asking Questions Keep your questions open-ended. Applicants give longer answers to open-ended

questions.

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Conducting the Interview

Common Question Pitfalls Be on guard for pitfalls in primary and secondary

questions. Evaluative responses will lead to safe, superficial

answers. Do not ask unlawful questions. Do not ask for information that you already have.

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Conducting the Interview

Traditional Questions Interest in the Organization Work-related (general) Work-related (specific) Teams and Team Work Education and Training Career Paths and Goals Performance Salary and Benefits Career Field

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Conducting the Interview

Non-Traditional Questions Past Experiences Critical Incidents Hypothetical Situations A Case Approach

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Conducting the Interview

Giving Information Information is the primary interest of applicants. Minimize “you” in the interview. Rule # 1: Keep your ears open and your mouth

shut.

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Evaluating the Interview

Record your impressions and reactions immediately.

Assess the performance of both interview parties.

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Evaluating the Interview

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Summary

The recruiting interview can be an effective means of selecting employees, but it takes preparation that includes becoming familiar with state and federal EEO laws, developing an applicant profile, obtaining and reviewing information on applicants, and developing a carefully structure interview.

When the interview is concluded, conduct evaluations of the applicant and yourself.