¶ … management requirement I put "requirement" file, read . includes resources requirement (3 questions give guideline). part "requirement " file correct requirement. 1. select important KSAs target job.
Structured Interview Record
Candidate's Name:
Job Interviewed For:
Human Resource Officer
Interviewer:
Instructions for Conducting the Interview
Before the Candidate Arrives - Preparation
Prepare the interview room and coordinate with any other interviewers.
Re-familiarize yourself with the KSAs to be assessed and their associated questions.
Opening the Interview Session
Greet the candidate, and try to put him/her at ease.
Introduce the interviewer(s). As part of the introduction, mention briefly what each of the interviewers does in the organization.
5.
Briefly explain to the candidate the purposes of the interview:
To gather information to enable the organization to make a fair decision
To help the candidate understand the organization and the position
6.
Tell the candidate that the interviewer(s) will be taking notes throughout the interview. Explain that this is not meant to be rude, but is done to ensure that the candidate's answers are recorded accurately and objectively.
7.
(If this has not been done prior to the interview session: ) Read verbatim the organization's
Americans with Disabilities Act (ADA) statement pertaining to the interview. If the candidate requests an accommodation, you should contact your Human Resources representative, and the interview may have to be rescheduled to permit accommodations to be arranged.
Conducting the Body of the Interview Session and Providing Information
8.
Read the following to the candidate:
"I am (We are) going to ask you a number of questions. Some questions may ask you to tell about an actual experience you have had. Others may ask you to put yourself into a hypothetical situation and tell us how you would respond to such a situation. Other types of questions may ask you about your education or experience, or some specific skill or knowledge. Do you have any questions? [Pause…..Then say:] If not, then let's get started."
9.
Read the lead question(s) for each KSA verbatim. Do not paraphrase, because this can change the meaning of the question.
10. Use appropriate probes to ensure you have a complete understanding of the candidate's answer to the lead question(s) for each KSA.
11. Take notes. This is the basis for making your ratings and supporting them in a consensus discussion.
Also, complete, job-related notes are key for the legal defensibility of the interviewing program.
12. Review the Realistic Job Preview (RJP) with the candidate. Answer any questions in this area that he/she may have.
Closing the Interview Session
13. Tell the candidate the interview is completed. Tell him/her about the next steps in the employment process, and when he/she can expect to hear from the organization.
14. Ask the candidate if he/she has any questions. Answer the questions or assure the candidate that someone will get back with an answer.
15. Thank the candidate for his/her cooperation and participation in the interview.
After the Candidate Leaves - Evaluation
16. After the candidate has been excused, consult your notes and rate the candidate on each question.
Use the criteria for lower- and higher-rated responses to help you make more reliable ratings. Remember, the criteria are intended to be examples or general guidelines, not checklists.
17. Based upon your question-level ratings, make your KSA-level ratings on the Summary Evaluation page. If there is more than one question for a KSA, combine the question-level ratings to arrive at your KSA-level rating.
18. If there is more than one interviewer, transcribe the interviewers' KSA ratings to a Candidate
Summary Sheet. Then, conduct a consensus session with the other interviewers.
19. Communicate the consensus employment decision to Human Resources or other function in the organization designated to receive that information.
KSA Grouping: Perseverance. For this KSA group, the interviewer wants to establish the candidate's willingness and ability of overcoming obstacles in order to achieve the set objectives, which include the candidates ability of recovering from any disappointments, setbacks, or failures.
Lead Question: How has your university education taught to overcome challenges in order for you to achieve your set goals?
Probes
What was the situation?
How did you overcome it?
Notes:
Did the challenge affect your grades?
Is there anything that you would do differently now?
Rating on this Question:
Low
Typical
High
Criteria for Lower-Rated Responses
Challenges seriously affected the candidate
Candidate had no desire to overcome them
Rushed to get help from others before trying to deal with the challenge
Criteria for Higher-Rated Responses
Tackled the challenges and they did not affect the candidate.
Candidate had desire to overcome the challenge.
Tried to deal with the challenge before seeking for assistance
KSA Grouping: Interpersonal Skills. For this KSA the interviewer wants to establish the candidates ability and willingness to cooperate and work with others.
Lead Question: If you and a co-worker happen to disagree on how something should be handled or managed, and you are sure that the position you have taken is correct. How would you deal with such a situation?
Probes
Why would you have such an approach?
If your approach does not...
For this KSA the candidate is been analyzed for their knowledge of human resource and the training they feel was most useful for this particular position.
Lead Question: What is the most useful course in human resource that you have taken? Why do you reckon it is particularly useful?
Probes
Which aspects of the course were most important?
Why are they most important?
Notes:
How would you utilize this training in a real world situation?
Rating on this Question:
Low
Typical
High
Criteria for Lower-Rated Responses
Was dismissive of relevant courses.
Did not focus on the course
Does not understand the course and cannot apply it in a relevant situation
Criteria for Higher-Rated Responses
Candidate concentrated on relevant courses
Paid close attention to the training
Understood to course and can apply it well
KSA Grouping: Multi-tasking skills. For this KSA the candidate is been analyzed on their ability to work on several tasks at the same time.
Lead Question: Describe a situation where you had several tasks you were working on and found it difficult to keep track of the things that you needed to do.
Probes
What was your approach in dealing with all the tasks?
What did you find to be the most difficult thing when working on several tasks at once?
Notes:
How did you manage to do all the tasks?
Is there anything that you learned from this situation?
Rating on this Question:
Low
Typical
High
Criteria for Lower-Rated Responses
Not able to keep track of all the tasks at hand.
Some tasks were not completed on time
Did not understand the urgency of the tasks thus could not prioritize the tasks.
Criteria for Higher-Rated Responses
Managed the tasks exceptionally
Completed the tasks on time
Understood the urgency of the tasks and was able to prioritize them accordingly.
KSA Grouping: Orientation toward taking action. For this KSA the candidate is been analyzed on their ability to organize and plan their time in order to successfully achieve a given project/task.
Lead Question: Has there been a time when you were responsible for a task, but there was no time for you to prepare adequately?
Probes
What did you do?
What was the outcome?
Notes:
How did the task work out?
What would you have done differently?
Rating on this Question:
Low
Typical
High
Criteria for Lower-Rated Responses
Ignored the task/project
Was not able to plan their time in order to accomplish the task
The task was a complete failure
The experience did not teach much to the candidate
Criteria for Higher-Rated Responses
Tried hard to accomplish the task
Managed to plan their time in order to prioritize the task
The task was completed successfully
The candidate demonstrated changes that they would apply to improve in the future
KSA Grouping: Mentoring. For this KSA the candidate is analyzed for their willingness to assist and coach fellow employees, for them to gain necessary skills and knowledge required for the performance of their jobs and do develop their careers.
Lead Question: How would you handle an employee who you see has potential, but he/she is just floundering?
Probes
What action would you take to assist the employee reach their potential?
Do you have any expectations of the employee's response?
Notes:
If your actions do not work, is there anything else that you would do?
Rating on this Question:
Low
Typical
High
Criteria for Lower-Rated Responses
Does not demonstrate enough willingness to help fellow employees.
Candidate has not thought through on the employees response
Expects the employee to follow his/her approach without question
Criteria for Higher-Rated Responses
Demonstrates enough willingness to assist the employee.
Expects the employee to initially respond negatively, but is willing to provide guidance.
Encourages the employee to have another approach that would be suitable.
KSA Grouping: Initiative. For this KSA the candidate is been analyzed for their ability to start and follow through with a given task without consultation or guidance.
Lead Question: Imagine a situation where your supervisor has given you a task, but with very little guidance on how they would like the task completed or done. Your boss is not around and in two days time the task will be due. Nothing seems to be going right in regards to the task. How would you handle this?
Probes
Why would you take such an approach?
Which other alternatives would you consider?
Notes:
Have you ever been a similar situation before?…
