1H U M A N R E S O U RC E S D E PA RT M E N T

INTERVIEW PANEL WORKSHOP

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OVERVIEW

Benefits of Training

Roles and Responsibilities of a Panel Member

The Interview Process

Rating a Candidate

Conclusion of the Interview Process

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• Increased effectiveness of the interview process

Greater chance of selecting “the right person for the job”

• Gain confidence as a panel member

Professional and confident demeanor.

• Increased compliance Lessen the chance of asking an illegal or inappropriate question.

BENEFITS OF TRAINING

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ROLES AND RESPONSIBILITIES OF A PANEL MEMBER

Conduct a Fair and equitable process

Understand the Structured Interview Process

Engage in a Diligent Interview Preparation

Create a Comfortable Interview Setting

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UNDERSTANDING STRUCTURED INTERVIEWS

Demonstrate a high degree of:• Reliability • Validity • Legal Defensibility

Structured InterviewsEqual opportunity for each candidate to provide information to a pre-defined set of

questions. This ensures candidates are assessed accurately and consistently.

Candidates are:• Asked the same questions in

the same order• All evaluated using a

common rating scale

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CREATING A COMFORTABLE INTERVIEW SETTING

Interviews should be held in a quiet, non-threatening private place

Seating arrangements should be the same for all candidates

There should be a separate area for those waiting to be interviewed

Individuals who have been interviewed should not communicate with those waiting

to be.

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Review and Understand

• Job Announcement

• Classification Specifications

INTERVIEW PREPERATION

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CREATE A COMFORTABLE INTERVIEW SETTING

All candidates should be allotted the same amount

of time.

Greet the candidate with a smile and a

handshake.

Introduce the candidate to the

other panel members.

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INTERVIEW STEPS

1. Escort applicant into interview room, set the interview climate by introducing candidates to panel members.

2. Begin interview with brief introduction about the position and the process.

3. As the opening question

4. Allow the applicant to speak freely- be a good listener an encourage confidence

5. Avoid controversy in the interview

6. Allow sufficient time to obtain necessary information

7. Be objective and keep your personal experiences and prejudices out of the interview.

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INTERVIEW STEPS

8. Ask all predetermined questions of each candidate. 9.Take sufficient notes to ensure that you will be able to use them in rating.

10. Answer the candidates questions.

11. Thank the candidate and appraise them of when notifications of the results will be made.

12. Rate the candidate independently following the interview.

13. Discuss all candidates, as a panel, at the conclusion of the interview to arrive at the finalist(s).

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ABSTAINING FROM EVALUATING A CANDIDATE

If you feel you cannot objectively evaluate a candidate`s qualifications because of knowledge of

the candidate, a personal or familial relationship with the candidate or a personal bias, you must withdraw

from evaluating the candidate in the interview.

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QUESTIONS TO AVOID Pro

hib

ited T

opic

s In

clude • Race

• Color• Ancestry• National

Origin• Medical

information• Disability

Pro

hib

ited T

opic

s In

clude • Age

• Sex• Marital Status• Political or

Religious affiliation

• Spouse`s occupation

Pro

hib

ited T

opic

s In

clude • Success/

failures of previous examinations

• Court convictions

• Arrest records• Transportatio

n• Child care

arrangements

The law requires that job interview questions be limited to those that are specifically job related.

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AVOIDING DISCRIMINATION

Federal and State law prohibit discrimination on the basis of:

Age

Race

Religion

Sex

National Origin

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REASONABLE ACCOMODATIONS

Signed into law July 26, 1990.

Affects any employer with 15 or more employees

Cannot screen out an applicant based on disability.

ADA

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INTERVIEWING APPLICANTS WITH DISABILITIES

• Make sure the interview location is accessible to all applicants.

• Do not assume the that applicant needs assistance.

• Provide the applicant a copy of the job description.

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INTERVIEWING APPLICANTS WITH DISABILITIES

Questions cannot be asked about:

Nature of disability

Severity of disability.

Condition causing a disability.

Prognosis regarding a disability.

Whether or not the person will need

treatment or special leave because of

disability.

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ACTIVE LISTENING

Attentive listening to avoid misunderstanding.

The practice of paying close attention to a speaker.

Asking questions to ensure full comprehension.