Kỹ năng phỏng vấn cho nhà tuyển dụng Interviewing Skills for Supervisors

Interviewing Skills For Hiring Managers Session Objectives By the end of this session, you will be able to: • Recognize legal and policy issues related to interviewing • Identify styles and types of interviews • Plan an effective interview strategy • Develop good questions • Conduct successful interviews • Take precautions to prevent discrimination © Business & Legal Reports, Inc 0506 Session Outline • Legal and policy issues • Interview styles and types • Planning strategies • Interview questions • Conducting and concluding interviews effectively • Avoiding discrimination in hiring © Business & Legal Reports, Inc 0506 Why Interviews Are Important Interviews: • Give you an opportunity to meet job candidates face-to-face • Help you to assess a candidate’s strengths, weaknesses, and suitability for the job • Provide you with the information you need for making the best hiring decisions © Business & Legal Reports, Inc 0506 Legal and Policy Issues • Fair employment laws • ASU’s EEO policy • Discrimination complaints • Discrimination lawsuits © Business & Legal Reports, Inc 0506 Types of Interviews • Initial screening • One on one • Multiple interviews • Selection committee • Finalists’ interviews © Business & Legal Reports, Inc 0506 Plan Your Strategy • Know and understand ASU’s policies and • • • • • procedures Determine key selection criteria Prepare a description of the job and the organization Create an outline and develop interview questions Brief selection committee members on interview format Arrange for a quiet, private meeting place © Business & Legal Reports, Inc 0506 Plan Your Strategy (cont.) • Be sure to allow enough time for each interview • Anticipate interruptions • Make sure you have the supplies you need • Allow sufficient time between interviews © Business & Legal Reports, Inc 0506 Develop Interview Questions • Review applications • • • • and résumés Prepare a list of questions Make sure questions relate to job qualifications Create open-ended questions Plan for easy follow-up © Business & Legal Reports, Inc 0506 Key Questions to Ask • Specific duties? • Typical day? • Major accomplishments? • Teamwork experience? • Knowledge, skills and abilities? • Why leaving current job? • Salary expectations? © Business & Legal Reports, Inc 0506 Conduct the Interview • Greet applicants • Introduce yourself and others on the selection committee • Break the ice • Talk about the job and the organization © Business & Legal Reports, Inc 0506 Conduct the Interview (cont.) • Focus on qualifications for the job • Avoid stereotyping • Allow silence • Take notes © Business & Legal Reports, Inc 0506 Interviewing Don’ts • Do not ask discriminatory questions • Do not ask personal questions • Do not allow superficial impressions to influence your decision © Business & Legal Reports, Inc 0506 Questions to Avoid • Age • Citizenship • Disabilities • Marital status • Military service © Business & Legal Reports, Inc 0506 Questions to Avoid (cont.) • Religion • Non-professional affiliations • Personal life such as spouse, children, or financial situation • Arrest records © Business & Legal Reports, Inc 0506 Conclude the Interview • Ask for additional • • • • • questions Explain notification procedure Give an expected start date for the job Describe the next steps Thank candidates for coming Escort them to main reception area © Business & Legal Reports, Inc 0506 Review Your Notes • Notes should be factual • Avoid any opinions or personal biases • Include job-related information only • Keep notes on file for at least year © Business & Legal Reports, Inc 0506 Evaluate Candidates • Use your list of interview questions and responses • Create a list of job qualifications • Rate each interviewee using the ASU Hiring Matrix • Make sure ratings and remarks are jobrelated • Use a standard and consistent rating format © Business & Legal Reports, Inc 0506 Key Points to Remember • Interviews are an essential part of the hiring process • You need to be a skilled interviewer • You must be able to plan, conduct, and evaluate interviews with job candidates • Avoid potentially discriminatory questions and judgments • Call Human Resources if any questions or to ask for help © Business & Legal Reports, Inc 0506