8 KiB
interview certification
- Probing
- Predict on the job Succes
- Biases
- Are these question legal?
- Illegal Questions
- Creating Great Interview Process
- How long is a typical interview process?
- Getting aligned with your recruiter/HR Rep
- Candidate Experience
- Personal Preparation
- How long is a typical interview process?
- Making Great Hiring Decision
- Selling Candidates
- tags
- source
Probing
Get Specific
- Who? Why?
- Differential Exposure vs Expertise?
- Participant vs Owner/Leader?
- Involved at Start vs End?
Digging, if people don't like to dig, that's a good indicator of not showing the complete truth.
Predict on the job Succes
Applying our Interview Techniques
How to get evidence?
Skills & Knowledge Attributes Achievements Motivation
Do not ask
"Are you good at X? Oh great."
or
"I see you you've got 4 years of xp using X, so you're good. Yes?"
Instead
- Value your expertise on this skill.
- How X works?
- Why did you choose to use X?
.
Question beyond behavorial
Tell me about a time…
Using Situational Technique to learn Skills
the key
Get them to demonstrate their skill or knowledge for you.
Not talk about it, but show you!
Biases
Do's and Don'ts
Some Biases Show up Well before Interview
- profile bias (consulting, military, gaps in employement)
- job descriptions
Typical
- first impression
- Halo effect (find it friendly)
- Contrast error (totally different from the guy you fired)
- Cultural unfamiliarity (eye contact in US, we vs I)
- Gender bias
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Overcoming bias
How to overcome bias?
- don't make assumptions
- focus on evidence gathering not gut feel
- try to screen people in, not out
- compare this candidate to your hiring standard, not other candidates
- be aware of cultural issues - team confidence, open disagreement/respect
.
Best practice for keeping bias at bay
out of your process
- phone screens
- structured, multiple interview process with diversity
- weight problem solving/situational question more heavily
- defined attributes (not "culture" fit)
- trained interviewers and interviewing tools/guides
Are these question legal?
Pop Quiz
-"most countries"
- can you pronounce your last name for me.
- Where are you from? Illegal
- What's your favorite book? dangerous
- Are you able to work late and travel for more than 3 days? ok
- You look pretty healthy, but you never know - any chronic illnesses? Illegal
- Yes, those are pictures of my 2 kids - do you have kids? Illegal
- When did you graduate from university? dangerous
Illegal Questions
Do not allow discrimination
- race
- age
- gender
- religion
- national origin
- marital status
- pregnancy/child status
- political (in France)
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Disparate Treatment
Be careful with age and gender
- If Age = old, then Test = yes
- Make sure we ask women about their ability to travel.
Lunch-time interviewing
You are still interviewing; NO Still not appropriate to ask about religious background, personal life, etc…
Personal Story
- Vlastelica
People tried to break me. 2-days of interviewing.
Head of global recruiting.
I was really excited about the interview. An HR guy, really understood the legal/illegal.
What kind of name is Vlastlica anyway? Its Croatian.
It happens.
So don't do this. It's illegal.
Focus on the hiring criteria
Bottom Line
If it is not job related, don't ask it.
Creating Great Interview Process
How long is a typical interview process?
Alignment & Sourcing/ phone interview/ onsite interviews/hiring decision. Week 5
Getting aligned with your recruiter/HR Rep
Candidate profile/process/roles/timing
Candidate Experience
- too fast
- too slow
- just right
Personal Preparation
know before you go
- job criteria
- candidate background
- prepared questions and techniques
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Hiring Criteria
- Skills & Knowledge
- attributes
- achievemnts
- motivation
.
Candidate background
- review CV/Resume
-
Identify areas to explore
- achievement/claims
- skills/expertise
- red flags
- source (referral?)
Prepared Questions
- Behavioral Interview Questions
.
How many interview rounds?
- phone interview
- onsite interview (1 day)
- decision debrief
.
How long an interview last?
- Generaly 30-45 min for phone screen
-
45-60 for an onsite interview
- longer for hiring manager
- shorter for HR
-
certain techniques take longer
- case studies, presentations, demonstrations
.
How many interviewers?
- 12 people? difficult to agree. find the right number (generally about 4 to 5)
.
Focus area for on-site interviews
Get depth and breadth from your process
Skill
Focus area
- Investing time - upfront -defining interviewing structure
schedule faster
Do this per job opening, not per candidate.
Who should interview
Alignment meeting with interviewers
Know before you go
Discuss about the process, what we are looking for responsibilities of everyone.
- performance expectation
- hiring criteria
- interview process
- selling
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Making Great Hiring Decision
Making Evidence Based Decision
Comparing Candidates
How many candidates should I see?
- how many candidates do I need to see to make a decision?
- compare to hiring bar, not candidate bar
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Comparing candidate
Make sure you don't just hire the best of the worst.
Compare to the bar. Must meet the bar.
Compare candidate by category
skill/achievement/motivation
Rating your candidate
4 point scale.
Strong hire, hire, no hire, strong no hire.
- Strong Hire: 75th percentile, raises the bar
- Hire: 50th percentile, meets the bar, qualified, good match
- no hire: unqualified, lack key skills, below 50th percentile
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Making tradeoffs
- Skills & Achievements
- Attributes & Motivation
What's trainable? Why do people quit? Why do people get fired?
Case for Hiring imperfect candidates
- why would someone who's perfect qualified want this job?
- WIIFM? (What's in it for me?) new things to learn? career move?
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Decision Making Models
Decision Making Models
- team-based vs hiring manager decision
Debrief Meeting - Making a team decision
- they schedule
- remember your candidate's expectations on next steps
-
debrief discussion brings a quality decision
- calibration and learning
Cancel if decision already made, or post-mortem.
Who should be included?
- hiring manager
- hr and recruiter
-
interviewers
- direct reports?
- Phone screener?
- referrer?
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Who ultimately decides?
Hiring manager ultimately decides.
- not necessarily a democratic vote.
No surprises: let interviewers know the rules before they interview.
Selling Candidates
Intro to Selling Candidates
What do you emphasize when you sell your job to a candidate. What should you emphasize?
- Influence and Education.
- What they want to buy?
- not all candidates are motivated by the same things.
- not all candidates will be a good match for your company "this place is not for everybody"
Compelling Offering
What can you offer a top performer?
- anything better/different than what they have now?
- Why?
- What is it for me?
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Know before you go
Don't be naive or delusional! Not everyone is dying to work at your company Top performer have lots of options.
Motivators of top-performers
What do top performers want?
- what brought you here?
- what keeps you here?
- what might lure you away?
What do you think top performers would say?
- why did they join?
- what keeps them engaged?
- what might bring them away?
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Recuiting toolbox hierarchy of top candidate needs
- A-Player talent hierarchy of needs money, retirement contributions, free cokes.
- nice colleagues, work-life balance
- Challenge / Learning / Impact
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Not all candidate want the same things
Money, recognition, job purpose, management, work-life balance, stability, etc…
Selling a specific candidate
Selling THIS candidate
- you need to know more than just general
- what's important for them
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Sample Questions and Signals
Questions
- what do you hope be the same or different?
- what you want to learn?
- achieve your career goals in next 2 yrs
- problem do you love to solve?
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Signals
- alive during the interview?
- examples from the past. Real impact.
- When you described the job problem, culture, how did they react?
- did they ask questions? good sign.
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