EEO Philosophy

Attract Acquire Retain Develop - DeployInterviewingModule 3Interview exercise1x1 Class Mock Interview

Types of Selection Interviews

Structured InterviewUses a set of standardized questions asked of all job applicants.Useful for initial screening and comparisonsBenefitsObtains consistent information needed for selection decisionIs more reliable and valid than other interview formatsMeets EEO guidelines for the selection processStructured Interviews

Biographical InterviewFocuses on a chronological exploration of the candidates past experiences.Behavioral InterviewApplicants are asked to give specific examples of how they have performed a certain task or handled a problem in the past.Helps discover applicants suitability for current jobs based on past behaviors.Assumes that applicants have had experience related to the problem.Structured Interviews (contd)Competency InterviewSimilar to the behavioral interview except that the questions are designed specifically to provide the interviewer with something to measure the applicants response againstthat is, the competency profile for the position, which includes a list of competencies necessary to do that particular job.Situational InterviewApplicants are asked how they would respond to a specific job situation related to the content of the job they are seeking.Structured Interviews (contd)Nondirective InterviewApplicants are queried using questions that are developed from the answers to previous questions.Possibility of not obtaining needed information.Information obtained may not be not job-related or comparable to that obtained from other applicants.Stress InterviewsAn interview designed to create anxiety and put pressure on an applicant to see how the person responds.Less Structured InterviewsStructuralBehavioralSituationalTell me about a time when.

YOUR ANSWER IS S.T.A.R.SituationTargetActionResult Most Interviews TodayConducting an Effective InterviewPlanning the interviewControlling the interviewUsing effective questioning techniquesQuestions to AvoidYes/No questionsObvious questionsQuestions that rarely produce a true answerLeading questionsIllegal questionsQuestions that are not job relatedEffective Interviewing

Questions Commonly Used in Selection Interviews

Problems in the InterviewProblems in the InterviewHaloEffectSnapJudgmentsNegativeEmphasisBiases andStereotypingCulturalNoise

Falsification of Background InformationMany applications and resumes contain factual misstatements or significant omissions.Sources of Background InformationPrevious-employment recordsCriminal recordsDrug testsEducation/degree documentationProfessional certifications/licensesMotor vehicle recordsCredit historyHonesty testsSocial Security numberSex offenders listsWorkers compensation recordsMilitary recordsBackground Investigation

Reference Checking MethodsTelephoning the referenceUse of preprinted reference formsGiving References on Former EmployeesEmployers can incur a civil liability for statements made about former employees.Employers can incur liability for lack of statements made about former employees.Employers have adopted policies restricting the release of reference information to name, employment dates, and job title.Background Investigation (contd)

Legal Constraints on Background InvestigationRisks of negligent hiring and retentionDue diligence: investigating an applicants background to avoid suits for actions of the employee.Obtaining signed releases from applicants is necessary to avoid problems with privacy issues. Negligent hiringOccurs when an employer fails to check an employees background and the employee injures someone.Negligent retentionOccurs when an employer becomes aware that an employee may be unfit for employment, continues to employ the person, and the person injures someone.Background Investigation (contd)

Fair Credit Reporting ActRequires disclosure of a credit checkRequires written consent of applicantRequires copy of report be given to the applicantBackground Investigation (contd)Its credit-report-dot-com

American With Disabilities Act (ADA)Prohibits pre-employment medical examsProhibits rejecting persons for disabilities or asking disability-related questions until after a conditional job offer is made.Drug TestingTests must be monitored to protect integrity of results.Genetic TestingTests for genetic links to workplace hazardsTests for genetic problems related to the workplaceTests to exclude workers for increased risksMedical Examinations and InquiresOffer GuidelinesFormalize the offer with a letter to the applicant clearly stating the terms and conditions of employment.Avoid vague, general statements and promises.Require return of a signed acceptance of the offer.Making the Job Offer

Selection Factors for Global Employees

The concept of cultural intelligence!