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.