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Welcome!

Welcome!. Grab some post-its! Think about the skills, knowledge, attitudes, and experiences that you typically want in an ideal candidate. Jot those down on post-its and add them to the wall. Looking for a Mind at Work. Ele Luna Jennifer Post Southern Methodist University.

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Welcome!

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  1. Welcome! • Grab some post-its! • Think about the skills, knowledge, attitudes, and experiences that you typically want in an ideal candidate. • Jot those down on post-its and add them to the wall.

  2. Looking for a Mind at Work Ele Luna Jennifer Post Southern Methodist University

  3. You Don’t want to Miss Your Shot:Hiring the Wrong Person is Costly Lower Moral Lower Performance Dysfunction Slower Momentum Higher Turnover (Anderson, 2008) $37,500 Per bad hire (Goth, 2014) 3.5X The person’s annual salary to replace (American Management Association)

  4. Main Points Review • Identifying your wants and needs • What is a Behavioral Interview Question • How to formulate your Interview

  5. Tell your Story: Identifying your Brown Shorts is the best place to start Murphy, 2012

  6. You’ll be back: Bad questions create bad interviews • Tell us about yourself? • What are your strengths? • What are your weaknesses? • What’s your favorite student development theory? Murphy, 2012

  7. Rise Up: Behavioral Interview Questions were our Solution • Past performance is the best predictor of future performance Instead of asking, “What’s your favorite student development theory” You might ask, “Tell me about a time you used a student development theory”

  8. Write like you’re running out of time: your Behavioral Interview Questions Decide how much you want to lead or quantify Murphy, 2012 Resiliency: Tell me about a time you faced a set back at work.

  9. Wait for it: An example • Brown Shorts Quality: Initiative • Situation: You saw an opportunity for student learning • Lead-in: At SMU we value initiative, • Qualifier: and created something new to address that need. Initiative: “At SMU we value initiative. Tell me about a time you saw an opportunity for student learning, and created something new to address that need.”

  10. Wait for it: An example • Brown Shorts Quality: Navigating Ambiguity • Situation: You completed a project • Lead-in: As we develop our new residential college model, we are constantly coming up with new ideas. • Qualifier: with little or no direction. Navigating Ambiguity: “As we develop our new residential college model, we are constantly coming up with new ideas. Can you describe a time you completed a project with little or no direction.

  11. May you always be satisfied: SMU wants candidates to be successful

  12. Helpless: Help Complete the STAR • Quality: Diversity • Question: Tell us about a time where you challenged a student to consider a perspective different from his or her own. • Answer: One time, I was advising a student group, and two of the exec board members clearly weren’t getting along. They were different personalities completely – one valued structure and planning while the other was a more creative type – great with ideas, but not as organized. I could tell that the creative student was making some false assumptions about the other, so I had a conversation with that student after the meeting. Since I’m a highly structured person, I was able to give the student some perspective into where the other exec board member was coming from. It was a great educational conversation.

  13. Helpless: Help Complete the STAR • Quality: Emotional Stability • Question: Sometimes we need to remain calm on the outside, even when we are really upset on the inside. Give me an example of a time when this happened to you. How did you handle it? • Answer: I was having a really tough on call week. I was sleep deprived, and then our fire alarm went off at 3 alarm. When the police officer informed me that someone pulled the fire alarm, I was furious. After my conduct meeting, the responsible student apologized, and has really turned around his behavior in the community since.

  14. Helpless: Help Complete the STAR • Quality: Problem Solving • Question: One of our core values is calculated risk taking. Tell me about a time when you had came up with a creative solution and it paid off? • Answer: Well, we were really struggling to learn what we needed to know about a candidate after an interview. So we researched behavioral interview questions, and built a new set of questions that focused on past experiences.

  15. Rewind - Main Points Review • Identifying your wants and needs • What is a Behavioral Interview Question • How to formulate your Interview Murphy, Mark. (2012). Hiring for Attitude: A Revolutionary Approach to Recruiting Star Performers with both Tremendous Skill and Superb Attitude. New York: McGraw-Hill. Questions: Ele Luna, eeford@smu.edu

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