Conducting job interviews...
How do you conduct job interviews and what changes will you make as a result of this module?
I am going to set up a more structured interviews and ask predetermined questions. Doing a thorough job analysis prior to interviewing is very beneficial.
After reviewing the application and conferring with any other staff who have direct experience with the candidate, I set up an interview , having pre-determined that they meet our required standards and over-all expectations. Sometimes they demonstrate their teaching and/or clinical skills.
I like to sit side by side (not behind my desk) for the interview so that we can explore the relationship of colleague and lean into their most confident self which hopefully encourages them to reflect honestly and thoroughly about their experience and qualifications.
I will develop a more comprehensive set of interview questions. I am inclined more toward being off the cuff and spontaneous, but I can forget to ask important questions that way.
Thank you, Charles. It would be great if you would share the seven questions so that others who take this course may benefit.
We have a standard worksheet with 7 questions on it and 1 thru 5 to rate the how we felt the answer was given. We use the same questions for every interview, rate the reply immediately and jot down any additional notes at the bottom of the sheet that may pertain to the applicant or the applicant's answers. We do not have a big turn over with our instructors therefore the need to use this system is slim.
I find myself also trying to sell the job. Sometimes it is so hard to find an evening instructor. I tend to want to convince them how good this position can really be. This module has helped me see that about myself.
I agree, this module was very helpfull in putting it together prior too and after. Being in a rush to hire sometimes leads to not going thru the proper steps, inturn leaving you without an instructor after a short period of time.
I think these are great questions. They encompass a lot of information. Our industry is one that is booming and is affecting so many people. Not only are we having and impact on those people who enroll in the schools, but we are also impacting ourselves. Those people that we train to be medical assistants, paralegals, accountants, etc., are people that we may eventually have contact with in society. So these questions are extremely important, because the better trainers/teachers wee have for our students, the better the product/student is going to be. Very helpful.
I talk too much and sell the job to people I like
I will have a more structured script of questions
I will use the mini lesson as late in the process
with final prospects
It's funny that the common interview you described, where the interviewer does 75% of the talking, sounded just like our interview process.
As aresult of this module I intend to use a more structrued interview format, writing down questions ahead of time focus on letting the applicant do more talking and I'll less selling of the school during the interview.
Job interviews are conducted in a more casual fashion. After reviewing the application, an applicant is asked to come in for an interview. However, there has been no structure for the interview. As a result of this module, we will have a more structured interview with specific questions to ask.
Developing a written list of interview questions seems like an improvement over the more random and scatter-shot method we currently use.
Once a position becomes open and candidates have responded to advertisements, I review the resume's and applications to determine whether the candidates meet the minimum qualifications for the postition. I have set questions pertaining to the position which are all open-ended questions (i.e. "tell me about your teaching experience both online and on-ground instruction"). I take notes based upon the responses that I receive. After the interview process is complete, I will review my notes as well as the resume's and applications to determine which candidate best supports the mission of the organization.
after reading this module it has reinforced my believe's in interviewing a candidate, i share the same structure as written
Our current interview method is a three-step process: an initial interview with the school director and a program specialist; an aptitude test and demonstration of teaching methodology and techniques, and a final interview to review their strengths and weaknesses. I will take the information presented in this module and implement any appropriate changes as needed.
I also use your second question but enhance it a bit by asking applicants if they have visited our school website. An applicant who has actually visited our site and explored it earns extra points with me.
Our job interviews always begin with the completion of a short questionnaire designed to ensure that each applicant meets our minimum requirements. The applicant emails the mini survey along with a resume' and other supporting documentation prior to the interview appointment.
The next step is the actual interview...either by telephone or in person. I utilize a formal approach using a spreadsheet for my questions with a place for documenting responses. I also capture any questions asked by the interviewee.
After the interview I immediately "debrief" the interview and score the applicant.
As a result of what I have learned from this course I will be adding an RJP to my process because it will help me to “talk lessâ€, provide a more detailed, comprehensive view of the job to each applicant, and will certainly allow me to collect more information for my decision-making process.
Hi Lori
The easiest way is to develop a list of questions so that you can cover relevant
topics easily.
Thanks for your response.
i currently asked most of the question and realy was only there for about 15-20 minutes, after past experiences and this module i now know how to cunduct a better process.
Hi Samuel
What other items are on your list of deal breakers?
