Effective HR Interviewing:

Knowing What to Do & Why

LEPSA Spring Conference 2008

Presented by
Charnell Westerman
Louisiana State University
Office of HRM -
Training & Development
 What are the effects of
poor selection decisions?
Negative Effects on the Organization
• Staggering costs
• Loss of productivity
• Loss of opportunities
• Customer satisfaction
• Turnover
• Disengagement
• Lawsuits
Common Interviewer Mistakes
• Talk too much.
• “Tip
Tip Off
Off” or “Telegraph”
Telegraph the desired
answer.
• F
Fail
il to
t translate
t l t facts
f t to
t on-the-job
th j b
behavior.
Goals of the Interview
• Gather
G th information
i f ti about
b t the
th candidate.
did t
• Create a positive image of the organization
• P
Presentt a realistic
li ti description
d i ti off the
th position.
iti
• Ensure all applicants feel they have been
t
treated
t d fairly.
f il
• Establish adequate records.
Before the Interview
1 Know what the job is.
1. is

2. Prepare interview questions.

Developing the Interview Questions
• Use the “OUCH”
OUCH formula.
formula
– O = Objective
– U = Uniform in application
– C = Consistent in effect
– H = Having job relatedness
Developing the Interview Questions
• Refer
R f tto applicant’s
li t’ competencies.
t i

• Use open
open-ended
ended questions.
questions
Interviewing Tip
• Use open-ended questions.
– “Give me an example of….”
– “Tell me about a time when…”
– “Describe a situation…”

• Avoid hypothetical.
Developing the Interview Questions
• Refer
R f tto applicant’s
li t’ competencies.
t i

• Use open
open-ended
ended questions.
questions

• Use behavior-based
behavior based questions.
Behavior--Based Questions
Behavior

Behavior is what people do or say

(overtly or covertly) that can be
observed, described and recorded.
Behavior--Based Questions
Behavior
• Reduce exposure to lawsuits.
lawsuits
• Ensure fair and consistent treatment for all
candidates.
did t
• Give a realistic job preview.
Before the Interview
1 Know what the job is.
1. is

2. Prepare interview questions.

3. Develop a candidate review form.

4. Review the interviewee’s application/resume.

Application and Resume Review
• Gaps in employment
employment.
• Supervisory to staff.
• T
Typo’s
’ or visually
i ll unattractive
tt ti resume.
• Backward steps.
• Unclear or impressive descriptions.
Interviewing Tip
• Look
L k for
f positives
iti in
i resume and
d application.
li ti
– Specific indication of achievement and results.
– Clearly stated responsibilities
responsibilities.
– Neat, error-free appearance and easy to read.
– Career objective consistent with the job you need
to fill.
– Stability.
Before the Interview
1 Know what the job is.
1. is
2. Prepare interview questions.
3. Develop a candidate review form.
4. Review the interviewee’s application/resume.
5. Anticipate and prepare for their questions.
Conducting the Interview
1
1. Create a friendly atmosphere
atmosphere.
Interviewing Tip
• Pay attention to the interview environment.
• Minimize interruptions.
p
• Minimize distractions.
Conducting the Interview
1
1. Create a friendly atmosphere
atmosphere.
2. Build rapport.
3. Statement of purpose.
4
4. Listen
Listen.
Interviewing Tip
The Interviewee should be talking 75-80% of
the time.
Conducting the Interview
5
5. Be consistent.
consistent
6. Obtain information from applicants.
7. Seek contrary information.
Interviewing Tip
• Ask “OUCH” questions.
• Be consistent from applicant to applicant
with the questions you ask.
Conducting the Interview
8
8. Signal and manage transitions.
transitions
9. Take notes.
10. Review and summarize.
Difficult Situations
• Candidate clams up and won’t talk.
talk
• Candidate won’t stop talking.
• Candidate can’t/won’t provide specific
examples.
• Candidate is totally unqualified.
After the Interview
• Complete interview notes.

• Review
Review.
Common Rating Errors
• Leniency/Halo Effect
• Strictness/Horns Effect
• Central
C t l Tendency
T d
• Similar to Me
• First Impression
• Contrast Error
Questions & Answers