EMPLOYEE SELECTION INTERVIEWING

Presented by: Rick Hughes

Utah Department of Human Resource Management

Webinar Intent• Help Utah state hiring managers to be more effective

employment interviewers

• Provide general guidance only

• Each agency may have policies and protocols relating to interviews that you will be required to follow

• Please work with your HR representative in designing employee selection processes

Knowing What Job EntailsE-learning Instructional Designer

• Produce online training/instructional products to support DHRM initiatives, to include management/leader development, compliance training, service marketing, etc. 

• Shoot video with HD camera and edit video using Adobe Premiere and graphic arts skills

• Upload videos to YouTube for online hosting, using features such as: annotations, tagging, and channels.

• Produces still images, graphics, screen captures, branding, and audio overlays for online training.

• Design and deploy webpages using Google Sites and Dreamweaver to support training and marketing initiatives.

• Work with training team and subject-matter experts to determine content; complete storyboarding and write scripts.

• Troubleshoot issues relating to accessing online training.• Keep up-to-date on educational technology.• Coordinate web hosting and training records management with DTS personnel, as

needed.

Technical CompetenciesCreate online learning materials

• The body of knowledge:• Understand adult learning theory• Understand instructional design techniques (ADDIE)• Graphic arts • Video production

• Applications used:• Google Sites, Drive, Forms• Adobe Premiere for video production and editing• Adobe Photoshop• Adobe Captivate• Basic HTML (Dreamweaver)• YouTube for video hosting

What’s most important to this job?

A. Technical skills, such as those listed on the job description.

B. Soft skills, such as the ability to successfully interact with others.

C. Both of the above are important for success on the job.

Herb Kelleher said:

Herb Kelleher, founder and former CEO of Southwest Airlines said:

“You don't hire for skills, you hire for attitude. You can always teach skills.”

State Jobs 2.0 Application• Screening starts with the online application• Work with your HR analyst to develop:

• Screening questions to determine whether or not a candidate is minimally qualified.• Some but not all jobs have educational and licensing requirements

required by statute

• Supplemental questions to help determine the best qualified candidates to interview. • Identify experience and educational preferences• Have candidates self-identify proficiency levels or write

narratives of their experience

In-Person Skill Assessment Methods

• Work samples and portfolios• Computer application tests such as writing samples

and spreadsheet activities• Presentations• Role plays• Work with your HR analyst to determine how these

elements will be assessed

Behavioral Interview Questions• Non-Behavioral

• Ask for factual information or understanding of a topic• “What if” scenarios• What would you do if?• Hypothetical

• Behavioral• What have you done when?• Actual/Reality based• Past behavior is a predictor of future behavior

Behavioral Competencies• Customer focus• Teamwork/Interpersonal relations• Communication• Attention to detail• Timely completion of tasks• Continuous learning• Creativity/problem solving• Initiative• Project management/Multi-tasking

The Inferential LeapPrimary Tasks Identified Competencies Question CategoriesProduce online training/instructional products to support DHRM initiatives, to include management/leader development, compliance training, service marketing, etc.

 Customer focus   Teamwork/interpersonal relations Communication   Attention to detail   Timely completion of tasks  Continuous learning     

 Customer commitmentCollaboration/relationship building TeamworkPeer Relationships CommunicationPresentation skillsListening Attention to detailQuality focusCommitment to excellence Follow upPersonal effectiveness Self developmentTechnical/professional knowledgeBeing a quick study

Shoot video with HD camera and edit video using Adobe Premiere and graphic arts skillsUpload videos to YouTube for online hosting, using features such as: annotations, tagging, and channels.Produces still images, graphics, screen captures, branding, and audio overlays for online training.Design and deploy webpages using Google Sites and Dreamweaver to support training and marketing initiatives.Work with training team and subject-matter experts to determine content; complete storyboarding and write scripts.Troubleshoot issues relating to accessing online training.Keep up-to-date on educational technology.Coordinate web hosting and training records management with DTS personnel, as needed. 

Go to Interview Question Guide• These questions are “generally” approved for your use

• Document found in the public domain• Please excuse the typos• Some may be more private-sector oriented

• They can/should be modified to meet your specific requirements

• Found on the Employee Gateway under Training Resources

• Type “Interview Questions” into search bar• https://dhrm.utah.gov/wp-content/uploads/Competency-

Based-Interview-Questions.pdf

Assessing Skills with Behavior Based Interview Questions• Tell us about a time when you used

_____________________ to _____________________ .

• Tell us about a time when you used your knowledge of adult learning theory to produce an online learning module. How did this impact your course design?

• Tell us about a time when you used pivot tables to analyze a complex data set. What was the data set and information need? What result did you achieve?

Keys to Effective Behavioral Interviews

• Give person time to respond – demonstrate patience

• Insist on a specific behavior-based response• Listen intently and seek clarification• Make a few notes of what the candidate has said• Be mindful of time requirements• Before the interview, identify the attributes of a satisfactory/good response for each question

Attributes of High Scoring Response• Question: Describe a situation where you did not

discover a mistake prior to distributing a report or product. How did you discover the mistake? What action did you take? What did you learn?

• Good response: Informed constituents quickly. Made necessary changes. Apologized/owned problem/didn’t blame others. Understands importance of having reviews and fail safes and has implemented these to avoid future issues.

Fair Employment Practices• DHRM R477-2-3 states: Employment actions may not be

based on:• Race• Religion • National origin • Color • Gender • Age• Disability • Political affiliation

• Protected activity under the anti-discrimination statutes

• Military status or affiliation or

• Any other non-job related factor

Fair Employment Practices

• Interview questions must not elicit information regarding protected class intentionally or unintentionally

• If any such information is disclosed by candidate, interviewers should state that the information will not be taken into account in making a hiring decision

• Small talk about such topics must be avoided

Challenging Areas of Concern• Physical requirements:

• This position requires employees to routinely lift up to 50 pounds. Can you fulfill this requirement with or without reasonable accommodation?

• Schedule:• The schedule for this position is Monday through Friday from 8:00

a.m. to 5:00 p.m. Can you meet the expectations of this schedule with or without reasonable accommodation?

Challenging Areas of Concern• Expected longevity:

• Where do you see yourself professionally in five years?• Why did you leave your last job?

• Language proficiency:• Do you speak Spanish fluently? (Only if it is essential for the job.

Don’t ask how Spanish was learned. It may be best to have them demonstrate language proficiency.)

The Interview Format• Greet candidate, introduce panel members• Make candidate feel comfortable• Introduce interview format:

• First, we have some questions for you • Then, we’ll give you the opportunity to ask any questions you have

of us.• Finally, we’ll tell you what happens next.

• End the interview on a positive note.

Selecting the Best Candidate• Importance of having an interview panel• Have panel members rank order candidates considering

their interview performance and job-related training, education, and experience.• Share rankings with one another• Discuss reasons for rankings• Achieve consensus on rank ordered list

• Hold second interviews, if needed

Selecting the Best Candidate• Ensure you have an objective, job-related reason for

selecting the chosen candidate• You want to be able to say he or she was the best candidate for the

position.

• However, don’t neglect to conduct reference checks.• You must not ask make any inquiry of a reference that you could

not ask the candidate themselves.• Work with your HR analyst to plan for reference checking

Questions• What are your questions about employment interviews?

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