1 / 31

Interview Structure

Interview Structure. FYI…. Updated schedule. Structuring the Interview. Set schedule for the day All candidates must be treated the same Questions, procedures, length of time Sample…. Interview Schedule. 9:00 Candidate #1 oral interview 10:00-11:00 Candidate #1 written interview

london
Download Presentation

Interview Structure

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Interview Structure

  2. FYI… Updated schedule

  3. Structuring the Interview • Set schedule for the day • All candidates must be treated the same • Questions, procedures, length of time • Sample….

  4. Interview Schedule 9:00 Candidate #1 oral interview 10:00-11:00 Candidate #1 written interview 1:00 Candidate #2 oral interview 2:00-3:00 Candidate #2 written interview 3:30 Candidate #3 oral interview 4:30-5:30 Candidate #3 written interview

  5. Interview Schedule 8:30 Meet with direct supervisor @ job 9:00 Tour of facilities 9:30 Meet with CEO 10:00 Meet with search committee 11:00 Simulation exercise 12:00 Interview ends Send the schedule in advance

  6. Department Administrator Assessment Center ActivityTimeLocationParticipants Breakfast/Introductions 8:00-8:15 Conference Room Candidates, Panel, Board Panel Orientation 8:15-8:40 Administrator’s Office Panel Members Candidates Orientation 8:15-8:40Conference Room Staff Member Graphic Resume Preparation Graphic Resume Exercise 8:40-9:20 Conference Room Candidates (see schedule) Panel Members Written Exercise #1 9:30-10:30 Conference Room Candidates (see schedule) (Vision Exercise) Panel Members Exercise #2 Preparation 9:00-11:15 varies per candidate Candidates (see schedule) Written Exercise #2 10:30-11:30 Conference Room Candidates (see schedule) Panel Members Lunch 12:15-1:00 varies per candidate Candidates/Panel Panel Interviews 11:30-3:15 varies per candidate Candidates/Panel Panel Review 3:15-4:00 Conference Room Panel Members/ Hiring Person Finalist Interviews 4:00-6:00 Conference Room Hiring Person/Finalists (if necessary)

  7. Set Up Rooms Clean rooms & facilities Arrangement of furniture Stop disturbances Equipment & supplies ready

  8. Rating Systems • Notes with questions • During & after interview note taking • Rating sheet • Multiple interviewers measuring same criteria (competencies) • Ensures info isn’t forgotten • Allows comparison of candidates over a long period of time • Sample….

  9. Rating Sheet Conflict Management 5 4 3 2 1 Has high level of skill resolving differences & reaching agreement by maintaining a problem solving attitude Has adequate skill resolving differences & reaching agreement by maintaining a problem solving attitude Has little skill resolving differences & reaching agreement by maintaining a problem solving attitude

  10. Rating Sheet Communication Skills 5 4 3 2 1 Always asks & answers questions clearly; displays good understanding of questions; demeanor is highly professional & friendly Asks & answers most questions clearly; displays adequate understanding of questions; demeanor is generally professional Questions & answers not clearly stated; often does not understand questions; demeanor is often unprofessional & unfriendly

  11. Rating Sheet Legality • Can be used in court • See agency policy on shredding • ISU • Shred all handwritten notes, all electronic correspondence should be retained.

  12. Search Committee Itinerary • Welcome • Introductions • Background on the process & job • who is being considered (number) • how long the process will take • expectations for completion • how notification will occur • how this interview will go forward Setting the Stage

  13. Search Committee Itinerary • Overview of the agency • general agency information • discussion of employee benefits • salary may fit here • Overview of the position • Interview questions Body

  14. Search Committee Itinerary • Questions by interviewee • Pre-assign questions to committee members

  15. Search Committee Itinerary • Their questions • Closing the interview • Reminder of time line • Thank you for your involvement • Call with questions Wrap-up

  16. Interview Tips…

  17. Tips for the Interviewer • Ask all candidates the same questions • Probe for specifics…don’t settle for canned responses • Avoid yes/no questions • Interpret responses in terms of competencies

  18. Tips for the Interviewer • Look for deficiencies • What will hinder performance? • Schedule enough time for the interview • Let the candidate do the talking

  19. Tips for the Interviewer • Avoid sitting behind a desk • Ask 1 question at a time • What was the most challenging program you have ever planned? What made it challenging? What would you do differently next time?

  20. Tips for the Interviewer • Don’t get flustered by silence • Let the candidate think • Don’t feel compelled to read the question word for word

  21. Tips for the Interviewer Listen carefully, take good notes Don’t let the candidate “wander” in response to a question – interrupt Candidates should do the majority of the talking

  22. Common Interview Errors

  23. Common Interviewer Errors Make an evaluation of applicant within first few minutes of interview (1st impression error) Excessive talking by the interviewer, limiting info gained from the candidate

  24. Common Interviewer Errors Allowing previous applicants to influence rating of current applicant (contrast error) Asking questions that are unrelated or only slightly related to the job

  25. Common Interviewer Errors Inconsistency on questions asked of applicants resulting in different types of info collected on each. Inability to put candidate at ease making it difficult to get useful information

  26. Common Interviewer Errors Rewarding the good interviewer vs. the most qualified

  27. Develop the interview schedule for one of your positions Determine type of interview & the schedule the candidate will follow

More Related