How to Conduct a Job Interview

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  mschwab@...02/15/07 Report as spam
  1

  Messed up page

  I was so excited to hear about this new feature section, but was very disappointed when I couldn't read it! The text is all messed up, both in Firefox and IE. It's all squashed together at the top of the page.

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  leslieleite@...02/15/07 Report as spam
  2

  Page difficulties

  A couple of users have pointed to problems with viewing text on this page. Sorry for the problems -- we think it was a temporary issue, and hope you'll try to view the page again. I've checked it in both Firefox and Internet Explorer and it appears to be working fine now.
  
  If the page still can't be read, can one of you let me know which version of IE you're using?
  
  Thanks,
  Leslie Leite
  BNET Staff

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  fcapobianco02/15/07 Report as spam
  3

  Priorities

  The article highlights some valuable, albeit, basic and obvious issues. The casual and kinky graphics in which it is presented on your web page however makes it difficult for me to relate the value to the importance of the subject. I shy away from organization who want "to have fun." While a good sense of humor may be an admirable attribute at a party, it is out of place to joke around in the workplace. I am not sure the graphic designer for this article understood the real intent of the author--or at least I hope not. It is my belief that the interaction between a candidate and a recruiter is, or should be, a serious event. Kidding around by either one or the other would seem inappropriate.

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  JT HR Guy10/18/07 Report as spam
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  Re: Priorities

  Humor is okay at a party? This is one of the problems with the American workplace today. When we talk about work/life balance it just isn't 'at work' versus 'everything else' -- it is the quality of the work environment.
  
  I would rather work with an average employee with a good sense of humor than a genius who thinks every decision impacts the future of humanity.
  
  Yes, there is a time to be serious, but in 100 years -- what difference does it really make? (With apologies to Stan Freeburg).

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  ollyl@...02/15/07 Report as spam
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  Interviewing

  An excellent article. All of the concepts identify most of the qualifiers needed to make a reasoned judgement. Probably more important is the extent the interviewer(s) development of their viewpoint on what makes the ideal candidate.
  
  Is it talent, 'fit' with the company culture, level of self determinism, or a set of qualities that will make a unique contribution to the mix?
  
  Good material to read.
  
  Ollie Lind

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  leslieleite@...02/15/07 Report as spam
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  Problems viewing page

  A couple of users have pointed to problems with viewing text on this page. Sorry for the problems -- we think it was a temporary issue, and hope you'll try to view the page again. I've checked it in both Firefox and Internet Explorer and it appears to be working fine now.
  
  Thanks,
  Leslie Leite
  BNET Staff

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  lutetia3d-web@...02/16/07 Report as spam
  7

  While useful, these tips are US Centric

  Remember that in an international world, the US rules do not always apply. Both interviewers and candidates should be aware of differing norms and be prepared to be flexible. In many countries, questions about a person's age, marital status, or general interests are not only legal, but are a standard part the interview process. In France one's handwriting is often analysed and it is normal to have have already seen the candidate's photograph on his/her CV. Cultural norms and ways of "knowing" differ. Thus, the information gleaned from asking such questions is not necessarily interpreted in the same way as it would be in the US.

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  devon@...01/13/08 Report as spam
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  How to respond?

  I've heard about the French using handwriting analysis. It's odd that people normally so sensible would rely on such nonsense, though there may be groups in the US that do this too. How does one respond to a request for something like a handwriting sample if you know that this kind of "analysis" is pseudo-science?

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  darreno04/04/07 Report as spam
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  Classy move!

  I would definitely trust the opinion of someone that pulls a classy move like this. Give me a break.

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  kriggs04/26/07 Report as spam
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  Heeelarious!

  Funniest comment I've ever read. Well done!

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  irene g.09/23/07 Report as spam
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  RE: How to Conduct a Job Interview

  Great material! After reading it, I went over the policies and procedures I am proposing for one of out training programs.

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  ganeshfedex200701/10/08 Report as spam
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  RE: How to Conduct a Job Interview

  this is a well thought off article and applies to all levels of recruitment. Especially to the entry stages. Thanks for sharing.
  
  Ganesh Prasad, Director Sales - Lufthansa Services Group

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  mchall@...01/10/08 Report as spam
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  RE: How to Conduct a Job Interview

  Thnaks for this freebie AND a very useful one too
  Training managers fro recruitment of their staff is an essential tool for success and this article will be part of that training package
  Michael Hall Ph.D
  Director Operations
  Apollo Hospital Dhaka Bangladesh

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  elorm01/11/08 Report as spam
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  RE: How to Conduct a Job Interview

  Very useful information. I just started my own business, and your tips really come in handy. Continue the good work.
  Elorm
  From Ghana.

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  darinp01/11/08 Report as spam
  15

  Blended Approaches Work Best

  There is enough research dating back to the seminal 1984 study that everyone and their dog replicated in the mid-1990's to show that traditional selection techniques such as interviews are very poor at predicting performance. If you have a structured interview it increases the likelihood that the final candidate will be a solid performer, but that increase is only from 14% to 24%. Yes, you are better off flipping a coin or having the candidates compete in a rock-paper-scissors elimination tournament...
  
  From my human capital management blog:
  "There are some inherent problems with using "predictors" of suitability for open positions within a company. Hunter and Hunter (1984) showed that interviewing is certainly one of the least valid predictors of future job performance (a validity coefficient of .14). Using such things as reference checks (.26), education (.22) or biographical data (.37) did not improve the odds too favorably. In fact, even the best predictor, test scores, came out at .57. So, one could make the argument that in order to be able to best predict future job performance of any person, a combination of methods should be used. Hunter, J.E. and Hunter, R.F. 1984. "Validity and utility of alternative predictors of job performance". .Psychological Bulletin. 96:72-98
  Additional research, including Campion, Campion & Hudson, 1994; Huffcutt and Arthur, 1994; Huffcutt, Roth et al, 1996; and McDaniel et al, 1994, continued to show structured interviews having a maximum validity coefficient of .24. One of the most-embraced contemporary personality assessments, the Big 5, was found in Mount and Barrick's 1995 meta-analytic study to have a coefficient of .18 (uncorrected) for Conscientiousness. There is no silver bullet.
  
  The best approach starts with an analysis of the critical knowledge, skill, and personal trait components that will drive success in the position based on the responsibilities of the role today and in the immediate future. You can do that by taking the current or next set of performance objectives and a group of top performers and asking the performers to identify the exact activities that one would need to perform in order to reach the stated objectives. Then have that same group break each activity down into the competencies that one would need to have in order to do that activity right and well. The resulting list of competencies will include some that you should hire for because you are not going to expend any training dollars on improving them. Examples would include basic computer skills (commodity knowledge and skill) and listening skills (hard-wired personal trait that won't be corrected through training). Prioritize the items in the selection pool and find ways to pull examples of the desired traits out of each candidate through a combination of several steps that are consistently asked of every candidate. I recommend starting with a phone interview that hits some basic information and asks the candidate what they know about your industry, company, and the role (i.e. did they care enough to do a little homework). Then schedule the candidate for a simulation of the role. Send the candidate a packet of background information for the simulation and have an incumbent for the position being applied for call the candidate at the scheduled time. The incumbent should score each candidate using the same grading sheet that they have been trained to use. I often have the candidate immediately send an email as well that summarizes the call as if they were in the role and logging the call in the customer's record (to check out spelling, grammar, and insight). Finally, the top candidates according to the scores from the phone interview, simulation, and email summary are invited to participate in a behavioral interview with the hiring manager. This manager has been trained to ask and score the responses to a pre-defined set of questions that ask about a previous time when some desired traits were exhibited. If the position relies heavily on some aptitude (e.g. sales) then a reliable and validated assessment may also be used as an additional point of measurement. However, such a tool should not be the main or only deciding factor. It must be a single point of data amongst many!
  
  More points and ideas are available on my blogger.com human capital management site.

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  esp695201/11/08 Report as spam
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  References

  I would also like to get some input/recommendations on the best way to approach follow up with a candidate's references.
  
  thanks

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  garcia78904/13/09 Report as spam
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  RE: How to Conduct a Job Interview

  Hi,
  
  A very smart and diplomatic answer. It is really appreciable and generous
  
  Gracia
  
  
  Cv interview questions

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  Adam brown06/15/09 Report as spam
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  Adam

  The things mentioned are unanimous and needs to be appreciated by everyone. The above thought is smart and doesn?t require any further addition. It?s perfect thought from my side.
  Adam