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 the job. Interviewing is such an important responsibility and one which can impact the future. Taking the time to do it right will pay off many times over.
Dr. Patricia Kapper
I completed my first interviews this term. I used some of the ideas here intuitively, which gives me confidence, but realize there is so much more I could do to become better at the interview process.
I prepared by reviewing the resumes and cover letters of the potential hires, and also put together the job descriptions. I cleared my schedule and informed all staff that visitors would be on campus, so that a warm welcome and comfortable atmosphere could be had by all.
I had thought through some specific questions, but did not have them in writing. That is something that I will definitely do in the future. It will help me with consistentcy across interviews and also help maintain the focus of the interview. Being a rookie at this process I have found this information to be very helpful and look forward to be able to implement it in the future.
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 successful with this process.
Dr. Patricia Kapper
Preparation - My first step in preparation is to meet with the other interviewers to review the job description and have a discussion about what qualities we are looking for to be successful in the position and at our organization. We review the resume and discuss what questions it triggers for each interviewer. This helps us be intentional about what questions are repeated or not during the interviews. I have also found it very helpful to take 10 minutes before each interview to close any current work items, review my questions and take a moment to disengage from all other tasks so that I can give all of my attention to this interview.
Interview process - The times where I have felt the most success in interviews have been guided by the following processes:
1. Preparation - knowing ahead of time what I am looking for, both for the position and the organization, has been highly beneficial in structuring an effective interview.
2. Create rapport - while the means varies depending on the candidate, I find I get a much more authentic discussion by building a relationship with the candidate. I also stress that finding the right fit is important for both parties.
3. Discussion - Use open ended questions to get beyond the standard interview answers. I work to find questions that allow a candidate to demonstrate a skill or accomlishment rather than tell me they have it. Who says they have poor communication skills? I might ask, "Will you describe a situation in which you used your communication skills to support a student in crisis?"
4. Take time to answer candidate questions, then review next steps.
I will assemble a group of people to meet with the candidate(s), draw up some standard questions to use, provide copies of the resumes to all of the interviewers, and arrange an area that is comfortable for everyone involved.
I also make sure there is a computer and a projector in case the interviewee is asked to do a "test teach." This also helps me determine how comfortable a candidate is using technology.
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 you a basis for comparison. You are smart to consider your calendar as you prepare for your interview. You never know how long an interview will run. You try to stay within the planned timeframe but that is not always possible. Having some flexibility allows you to relax and not be so time conscious. It goes without saying that you want to make the candidate comfortable. I like all of the steps that you have identified which you use in your process.
Dr. Patricia Kapper
To prepare for interviewing a new faculty member, I like to revisit the job description. While I am well versed at what needs to be accomplished in the classroom, reviewing the description not only helps to refresh my memory, but helps me to manage my current faculty as well. I also like to let staff and faculty know. Not only do I want them to greet the candidate, but I also want them to have a conversation with the candidate as well. It's important that the candidate can work well with the team and get more than my perspective. I also like to make sure I have no pressing deadlines or meetings right before or right after the interview.
My recommendation for conducting an effective interview is to be clear with candidate about how the interview is going to play out: meeting the staff, a tour of the facility, the formal interview, speaking with available faculty members, and closing.
Dedrick,
The SWOT analysis is an interesting approach. So much of an effective interview is dependent on a well written job description. With a good job description, you can construct interview questions that will help to determine whether a candidate is right for your vacant position. Many companies will also do various assessments of the candidates to make certain they have the necessary qualities for the position. We have profiled successful employees against which we measure candidates. They must score a minimum level to be considered. This assessment is looking at various traits including their motivational drive, their management style, their, work style, their ability to influence, etc. This is determined through an interview with an outside consulting firm. It provides an assessment that you would not normally get through a regular interview.
Dr. Patricia Kapper
Typically, I try to make the candidate feel comfortable and have effective listening skills. I look for an individual who is well-spoken and have a sense of professionalism when interviewing.I also have the candidate do a SWOT analysis on their past employments.
Patricia,
You gave a very thoughtful and thorough response. I agree that there is a critical need for a job description. You cannot hold people accountable for completing tasks and responsibilities if you have not told them in writing what those tasks and responsibilities are. The best way to do that is with a well written job description. I am glad that you recognize the importance of this.
My second comment relates to the teaching demo. I have usually done the teaching demo as you do. But as I think about our expectations of our faculty to engage our students, the lecture demonstration is not very effective for assessing their ability to engage. One way to make it more real is to either bring students into the teaching demo or to allow the candidate to guest lecture/teach a real class. I would love to see how they interact with the students. This will give you a good sense of both their ability to deliver a lesson as well as their interpersonal skills in engaging the students.
Dr. Patricia Kapper
laura,
I like your process. You are sending a message to the candidate which reflects the culture of your organization. Your process should reduce any possible nervousness that a candidate might feel when they first arrive.
Dr. Patricia Kapper
I am new in the postion of hiring faculty for the school I work at. Since I have been an instuctor myself, I know the job description well in terms of tasks and performance expectations. However, there is not a written job description. So, that is something that I want to create.
My style of interviewing is sturctured when it comes to quesitons about classroom management and teaching styles. This allows me to compare other candidates answers to determine who has a specific plan and who just "wings" it when it come to these types of issues.
I implement an unstructured style when it comes to asking questions about teaching philosophy and personal strengths and challenges. This format allows for exploration of the applicants creativity and willingness to be vulnerable in the interview process.
The unstructured style also gives me a means to obsevre thier quailty of conversation, what characteristics do they have that will fit in with the students, the faculty and the staff. Since our teachers are responsible for delivering the educational material I want to be able to assess how comfortable the applicant is with the material. This is done by requiring him/her to give a 20 minute lecture on a topic related to the subject that he/she will be teaching. This has proven to be very useful in assessing organizational skills, communication skills and knowledge of the material.
Overall, I believe and effective job interveiw happens when there is time an effort put towards preparing for the interview. Having a full understanding of the things I can "control" and am responsibility for explaining will allow me a better opportunity to present this expectation to the applicants. I also believe an effective interview involves an authentic sharing of the culture of our school so the applicant has a sense of who he/she will be working with and what is important to provide to our students.
Hi Alexis,
We create a comfortable enviornment for candidates. We make sure the staff knows candidates by name and greets them when they arrive. We reserve a quiet office space and offer them water. I begin the interview with a tour of the facility including meet and greet any staff members along the way.
Laura
Aspen,
I agree that you feel prepared when you walk in with a set of questions after having reviewed the job description and the resume. By using that same set of questions for all of the candidates, it also gives you an opportunity to compare responses given by the various candidates. Should you even be questioned as to why a particular individual was selected, you have the responses the candidates gave which you can use for justification.
Dr. Patricia Kapper
I believe that creating an interview guide is a very useful tool. Going into an interview prepared not only with a job desciption, but with the questions you plan to ask the candidate, can be the difference. If you are ready with plan in front of you it is less likely for the interview to get off topic. With this technique I would feel confident that I would receive the information needed from each candidate.
Sophia,
The google search is a new twist to this process. You are the first one to mention this as a part of the process , but it is most appropriate when you are considering a candidate for hire. II also like that you ask your front desk staff for feedback. They certainly form valid opinions of candidates and can offer a different view of the candidate.
Dr. Patricia Kapper
Peggy,
I have been trained in behavioral interviewing also but not the Targeted Selection that you mention. Behavioral interviewing is a great way, though, to understand how a candidate will react in a variety of situations. Structuring the questions can be a challenge but a thorough review of the job description (which must be very clear in identifying the responsibilities and qualifications)and the resume will give you ideas for the questions to ask and the probing that you need to do. I like your process of conducting the phone conversation first before you do the face-to-face. You still have a first impression but that first impression is not based on the appearance of the candidate but instead on what they say and how they say it.
Dr. Patricia Kapper
Prior to interviewing a job applicant, it is imperative to be familiar with the position which includes understanding the job description and how that position relates to other departments within the organization. The resume has been thoroughly reviewed and in addition, a google search is conducted on the job applicant.
Recommendations on conducting an effective interview include open, honest and direct communication. In addition, the front desk staff is asked to give their feedback with respect to timeliness, and general courtesy.
Prior to the interview I have had a least one phone conversation at length with the candidate. I have been trained in Targeted Selection a behavioral interviewing technique. I study the resume to pull out points from education, experience and skill sets I want to further investigate. I speak to other managers to see what they think of the resume and if there are additional points I should question. I find that when putting more emphasis on the tangible (i.e education and bottom line numbers) we forget to see the bigger picture of whether this person will be a good fit for the team or group they will be joining. The interview should be a balance of personality seeking, verifying the information on the resume and making sure that individual is the best fit for your company.
Bryce,
It is also important to start with a well written job description. Once you have clear expectations on what the responsibilities are and the qualifications, it is easier to write the questions which will be asked of all candidates. That then allows you to make comparisons between candidates and ultimately to identify the best person for the position. Once you get into the actual job interview, it is important to set the stage, so to speak, for the interview. If you have a table to sit around, that creates more of a comfort zone than a desk between the candidate and interviewer which creates that superiority feeling.
Dr. Patricia Kapper
