Characteristics/Goals of a World Class Interviewing System
 

The Interview Questions

• Asks only legal questions.
• Asks only job related questions.
• Uses a Job Description to set the format for the interview.
• Develops questions in advance.
• Sets benchmark answers in advance.
• Applies a formal scoring system which allows the evaluation of each KSA separately.
• Questions are asked clearly and are unambiguous--avoid leading questions.
• System uses a list of pilot questions which are reviewed ahead of time to determine which ones can/cannot be asked.
• Limited structure--number of “yes” or “no” questions asked.
• Questions will focus on identifying strengths rather than weaknesses.
• Follow-up techniques in the interview are used.
• The questions are reliable over time.

Interviewers

• Uses only trained staff to conduct interviews.
• Tests the interviewers to ensure they can conduct an interview correctly and legally--retrain if neces-sary.
• Interviewer creates a comfortable atmosphere.
• Interviewer maintains control of the interview.
• Interviewer is trained to regain control should it begin to go in another direction
• Interviewer speaks only 1/3 of the time by allowing the candidate answer all questions fully.
• Presses for specifics (asks probing questions) if needed to gain additional relevant information and to make good use of the time.
• The interviewers are ethnically diverse and come from different positions within the company.
• Should select interviewers that have knowledge of the job being filled.

Process

• Uses technology wherever possible.
• Is cost effective.
• Screens out only unqualified candidates.
• Interview is conducted in a timely manner.
• System is reviewed periodically.
• The interview system is tested for validity.
• Always lets a star shine.
• Interview provides a good opportunity for the organization to sell itself to good candidates.
• The interview process is documented.
• All relevant questions and answers are documented.
• Eliminates interviewer bias by cross-testing the interviewers periodically to see if they conform to uniform guidelines.
• Sets QQTM goals and meets them.
• Outputs are measured (tracks the rate of successful / unsuccessful hires).
• Managers and employees feel the process is reasonable.
• Applicant understands the process and feels it is reasonable.
• Identifies and compares itself to other world class systems and sets goals around that process.
• Identifies potential problems and sets the system up to try to avoid them.
• Will adjust the system as errors are found.
• The system / interviews are tailored to the culture / situation.
• Attempts to be objective wherever possible.
• Provides constant feedback to all during the process.
• The knockout factors are real.
• Simple and quick--yet not so quick it misses important details.
• Avoids many complaints.
• Contributes to good public relations.
• Treats protected groups appropriately (staff is trained on techniques).
• If a line manager wishes to conduct an interview, human resources will train him/her on the appropriate methods to use.
• Allows the candidate to self measure and self select out of the process.
• Will quickly identify the super turkeys and superstars.
• Will not stereotype or generalize--will find out based on individual assessment.
• System is integrated will all the other systems.
• Uses a panel.

Legal Considerations

• Contains no adverse impact.
• Interviewers are retested and retrained periodically, especially when there is new legislation.
• Only asks legal questions.
• Avoids lawsuits.

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