Dr. Patricia Kapper

James, Success with this approach varies by campus. It is so dependent on the preparation and the process. Is the job description well written? Does the job description allow you to do an effective initial job screening? Does the group interview further reduce the pool of candidates? Are the interview questions planned and are they behaviorally driven to allow you to eliminate those whose experience does not lead to the desired results? Are all candidates asked the same questions thereby allowing you to effectively compare candidates. I don't know your specific situation, but we used an outside resource which designed… >>>

Terri, Your are certainly on the right track. I am glad that you are finding the information helpful. You might want to review the postings for the class as it will give you a variety of effective ways to interview. You will also find it helpful to write the questions down. Then you can really focus on the candidate and his/her response rather than having to think about what that next question will be. Also, it is important to ask open ended questions so that you really get a sense of your candidate and his/her ability to function well in… >>>

Matthew, Very comprehensive answer, Matthew. I particularly like the fact that you close out any work items so that you can give your full attention to the candidate. This is not only curteous, it is also easier for you to assess the candidate if you have given them your full attention. I also like your four step approach to the process. It takes into account all of the techniques that have been found to be effective in hiring the very best candidates, including that humane approach of building rapport with the individual. I would think that you have been quite… >>>

Shelley, You describe a special situation that seems to have worked well for your program. The type of position assigned to the graduate is a factor in the decision as well. In my experience, I would see campuses hire grads to teach as soon as they graduated. We in the for profit sector have always prided ourselves on the fact that our faculty bring "real world" experience to the classroom. If they have not been out in the "real world," they don't have much to share with the current students. Your situation seems like it might be quite different than… >>>

Shelley, Good comments, Shelley. As the supervisor, we have the obligation to determine our employees' satisfaction, whether through employee satisfaction surveys or simply by talking with them. If we determine some level of dissatisfaction, it behooves us to figure out what we might do to at least lessen some of that unhappiness. Remember the old adage about one bad apple spoiling the rest. The same is true of employees. Is one person is not pleased with his/her job, things will be said and done which can influence how others feel and perform. Knowing this and taking positive action can have… >>>

Adrienne, You have established a good process which works for you. I like the fact that you start with the job description. The job description is the foundation of any new hiring process. I am pleased to see that you begin with a review of that document. I also like the fact that you are looking for organizational fit. You want to make certain that any new employee will fit in with others in the department. The other step that I believe is important is to create a list of questions which will be asked of all candidates. This gives… >>>