Selection Interview

In preparing for a selection interview, the following needs to be done

- define competencies or skill areas for the job (job analysis - it identifies, determines and ranks the particular job duties and requirements; it is not a description of a person but of a position; included are the critical behavioral requirements)

- develop behavioral questions for each skill area (once a set of skills has been identified then a set of questions is developed; the degree of specificity can vary with the requirements of the job; use phrases such as

"...Tell me about a situation where you.....

Have you been involved in the situation where.....

How did you handle instances of......

Have you had to........

Include follow-up probes such as

What did you do?

Can you give me an example?

What happened?

How did you respond?..."

Harry Onsman, 2004d

- develop rating scales (need to achieve consistency over time, both with each interviewer and between different interviewers; use standard descriptions

- ensure that the same questions and interviewers are used for all candidates (the purpose of training is to discourage ad hoc questioning)

. Used peer interviewing process as a reality check by asking people who will work with the potential candidates to spend some time with them to evaluate their suitability for the position; in particular can they work with each other?

Structural interviewing technique is another technique which involves following a rigid format with each applicant being treated identically; questions are scripted; interviewers are carefully trained; each applicant is rated on a series of predetermined scales. Usually the objectives of the interview are relatively narrow and it is not about getting to know someone.