EEO Philosophy - Lead More

EEO Philosophy - Lead More

Interviewing Module 3 1x1 Class Mock Interview Interview exercise Types of Selection Interviews Structured Interviews Structured Interview Uses a set of standardized questions asked of all job applicants.

Useful for initial screening and comparisons Benefits Obtains consistent information needed for selection decision Is more reliable and valid than other interview formats Meets EEO guidelines for the selection process Structured Interviews (contd) Biographical Interview Focuses on a chronological exploration of the candidates past experiences.

Behavioral Interview Applicants 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 Interview Similar 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 Interview Applicants are asked how they would respond to a specific job situation related to the content of the job they are seeking. Less Structured Interviews Nondirective Interview Applicants 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 Interviews An interview designed to create anxiety and put pressure on an applicant to see how the person responds. Most Interviews Today Structural Behavioral

Situational Tell me about a time when. YOUR ANSWER IS S.T.A.R. Situation Target Action Result Effective Interviewing Conducting an Effective Interview Planning the interview Controlling the interview

Using effective questioning techniques Questions to Avoid Yes/No questions Obvious questions Questions that rarely produce a true answer Leading questions Illegal questions Questions that are not job related Questions Commonly Used in Selection Interviews

Problems in the Interview Problems Problems in in the the Interview Interview Snap Snap Judgments

Judgments Negative Negative Emphasis Emphasis Halo Halo Effect Effect

Biases Biasesand and Stereotyping Stereotyping Cultural Cultural Noise Noise Background Investigation

Falsification of Background Information Many applications and resumes contain factual misstatements or significant omissions. Sources of Background Information Previous-employment records Criminal records (BAN THE BOX in 13

states and 66 cities) Drug tests Education/degree documentation Professional certifications/licenses Motor vehicle records Credit history Honesty tests Social Security number Sex offenders lists Workers compensation records Military records

Background Investigation (contd) Reference Checking Methods Telephoning the reference Use of preprinted reference forms Giving References on Former Employees Employers 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 Investigation Risks of negligent hiring and retention Due 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 hiring Occurs when an employer fails to check an employees background and the employee injures someone.

Negligent retention Occurs 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 Act Requires disclosure of a credit check Requires written consent of applicant Requires copy of report be given to the applicant

Its credit-report-dot-com Medical Examinations and Inquires American With Disabilities Act (ADA) Prohibits pre-employment medical exams Prohibits rejecting persons for disabilities or asking disabilityrelated questions until after a conditional job offer is made. Drug Testing Tests must be monitored to protect integrity of results. Genetic Testing Tests for genetic links to workplace hazards

Tests for genetic problems related to the workplace Tests to exclude workers for increased risks Making the Job Offer Offer Guidelines Formalize 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. Selection Factors for Global Employees

The concept of cultural intelligence!

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