Interviewing and Selection

Transcription

1 Interviewing and Selection Module Four: Evaluate the Candidate Review in Notes or Normal view Narration, interaction and slide function descriptions are in the notes section. Interviewing and Selection 1

2 Welcome back! We are now ready to begin. In this module, you will learn how to successfully evaluate a candidate. Let s take a look at the sections covered in this module. Intro Prepare Interview Evaluate Exam Complete the Candidate Evaluation Evaluate objectively rather than subjectively Eliminate bias Module test scored Interviewing and Selection 2

3 Learning Objectives > Complete the Candidate Evaluation Let s begin with our first section, Complete the Evaluation Form. There are three objectives for this section. By the end of this section, you should be able to: Module Three: Interview the Candidate Complete Candidate Evaluation Identify bias Evaluate objectively rather than subjectively Objectives Module test scored! Explain why we use the Candidate Evaluation in helping us make hiring decisions.! Identify the Five Factors used in evaluating a candidate.! Determine the appropriate recommendation. Interviewing and Selection 3

4 Candidate Evaluation Form > Why Use Form? Now that you have conducted the interview, it is time to carefully evaluate the candidate. Aimco created the Candidate Evaluation to help you strategically evaluate candidates. Let s begin by understand the purpose of the process. There are several goals the Candidate Evaluation should help you achieve. Goals of the Candidate Evaluation : " Hire candidates who are competent and motivated. " Be able to justify your recommendation. " Stops you from hiring because of your gut feeling. " Reduces bias. " Improves your objectivity. Interviewing and Selection 4

5 Candidate Evaluation Conducting the Candidate Evaluation helps you measure your first and last impression of the candidate. These impressions are important, you should be aware of your instincts. As we discussed in an earlier module, instincts can be good and bad. Let s see what we can do to manage our instincts to help us select the best candidate for the position. Begin by considering your first and last impression of the candidate. How to measure first and last impressions: " Consider candidates poise, professionalism and communication. " Compare to your initial impression of candidate. " Determine why people get better or worse. " Identify if you have a bias. Interviewing and Selection 5

6 Candidate Evaluation > Five Factors Click each of the Five Factors to learn more! Click each of the Five Factors to learn more! Skills and Knowledge Skills & Knowledge Does the candidate have the skills for the position? Team If not what skills are they lacking? Critical Thinking These Five Factors should always be considered during the Candidate Evaluation. Tip: Use their response to identify candidate enthusiasm level for the job! Results Fit Interviewing and Selection 6

7 Candidate Evaluation > Five Factors Click each of the Five Factors to learn more! Click each of the Five Factors to learn more! Team Skills & Knowledge Will this candidate work well with others? Team These Five Factors should always be considered during the Candidate Evaluation. If not, why? Tip: Use their response to identify candidate enthusiasm level for the job! Critical Thinking Results Fit Interviewing and Selection 7

8 Candidate Evaluation > Five Factors Click each of the Five Factors to learn more! Click each of the Five Factors to learn more! Critical Thinking Skills & Knowledge These Five Factors should always be considered during the Candidate Evaluation. Will the candidate solve the problems related to this issue? If not, why? Tip: Use their response to identify candidate enthusiasm level for the job! Team Critical Thinking Results Fit Interviewing and Selection 8

9 Candidate Evaluation > Five Factors Click each of the Five Factors to learn more! Click each of the Five Factors to learn more! Results Skills & Knowledge These Five Factors should always be considered during the Candidate Evaluation. Will this candidate work well with others? If not, why? Tip: Use their response to identify candidate enthusiasm level for the job! Team Critical Thinking Results Fit Interviewing and Selection 9

10 Candidate Evaluation > Five Factors Click each of the Five Factors to learn more! Click each of the Five Factors to learn more! Fit Skills & Knowledge Will this candidate fit in the organizational culture? Team These Five Factors should always be considered during the Candidate Evaluation. If not, why? Tip: Use their response to identify candidate enthusiasm level for the job! Critical Thinking Results Fit Interviewing and Selection 10

11 Candidate Evaluation > Recommendation Once you have considered each of the Five Factors involved in the Candidate Evaluation, it is time to determine your recommendation. Summarize the candidates strengths related to the position then summarize your concerns related to the position. Given your careful consideration, which of the following is the most appropriate response: "Make an Offer "Continue to Next Round "No Further Interest Interviewing and Selection 11

12 Learning Objectives > Eliminate Bias Let s continue with our second section, Eliminate Bias. There are three objectives for this section. Once you have completed this section, you should be able to: Complete the Evaluation Form Eliminate bias Evaluate objectively rather than subjectively Objectives Module test scored! Define bias.! Identify biased statements.! Describe why biases hurt the interview and selection process, Aimco and oneself. Interviewing and Selection 12

13 Eliminate Bias > Define So, what is bias exactly? Let s look at how two different dictionaries define bias. Webster Definition: Bias: A strong inclination of the mind or a preconceived opinion about something or someone. A bias may be favorable or unfavorable: bias in favor of or against an idea. American Heritage Definition: Bias: To influence in a particular, typically unfair direction; prejudice. Notice the difference between these definitions. When it comes to bias, an opinion about something can quickly become prejudice towards someone. Let s explore how bias might impact the interview process. Interviewing and Selection 13

14 Module Three: Evaluate the Candidate Eliminate Bias > Brain Teaser #1 Brain Teaser #1: What are some common biases? What might be some common interviewing biases? Write your answers in your Brain Teaser Workbook, you have 90 seconds to complete your response. Click the Clock button to begin. Interviewing and Selection 14

15 Eliminate Bias > Identify Bias Let s check your bias. Click any statement you think is biased. When completed, click SUBMIT. # # # # # 1. You live in Danvers, MA, you are almost my neighbor, and we may be able to car pool. 2. Working for too many companies translates to a job hopper (Won t stay here long) 3. You went to the Arizona State, then I will definitely hire you! 4. We graduated from the same high school AND dated the same person! 5. She immigrated from a place I can t pronounce. Interviewing and Selection 15

16 Eliminate Bias > How Bias Hurts Do you have any biases? Truthfully, we all have biases, how can we help it? We are all products of our experiences. Sometimes we are not even aware of our own biases. And when it comes to interviewing, it is important to be aware of our personal biases in order to be fair and impartial. How can bias impact an interview negatively? We find comfort with candidates who have attended our college, live in our town or have worked with us at prior companies. This does not necessarily mean that out of the pool of candidates, this candidate is the best for the position. How would you feel if you interviewed for a position and was the most qualified for the job but because another candidate graduated from the same college twenty years later, they got the job! Interviewing and Selection 16

17 Eliminate Bias > How Bias Hurts Beware of Interviewing Bias " We find comfort and more easily identify with candidates who have share a commonality with us. " For instance, perhaps they attended our college, live in our town, share cultural heritage, have worked with us at prior companies, received a similar award, speak the same language, the list is endless! How can we eliminate bias? Since it is natural to identify with those who share similar experiences to ourselves the solution to reducing interview bias begins with learning how to become objective. Let s learn how to do this in our next section. Interviewing and Selection 17

18 Learning Objectives > Evaluate Objectively Let s continue with our third section, Evaluate Objectively Rather Than Subjectively. There are two objectives for this section. By the end of this section, you should be able to: Complete the Evaluation Form Eliminate bias Evaluate objectively rather than subjectively Objectives Module test scored! Define objective and subjective.! Describe ways to reduce subjectivity and increase objectivity during the interview process. Interviewing and Selection 18

19 Module Three: Evaluate the Candidate Candidate Evaluation > Brain Teaser #2 Brain Teaser #2: Scenario A: Suppose you interviewed a candidate who had much in common with you. Same heritage, same college, same locality and common interests, would your common background impact the interview? Scenario B: Now suppose a candidate you interviewed was very different from you. Different culture, strange accent, educated in a different part of the world and they seemed really nervous. Would this lack of commonality impact the interview? Why or why not? Write your answers in your Brain Teaser Workbook, you have 3 minutes to complete your response. Click the Clock button to begin. Interviewing and Selection 19

20 Evaluate Objectively > Define So, what was the outcome of your Brain Teaser Activity? Did commonalities impact the outcome of the interview? It is important to become aware of your own personal bias and prejudice prior to interviewing candidates. In this way, you can become more objective rather than subjective. Let s take a moment to define these words. Objective Subjective Objective Not affected by personal feelings or prejudice. Click on the word to see the definition. Interviewing and Selection 20

21 Evaluate Objectively > Define So, what was the outcome of your Brain Teaser Activity? Did commonalities impact the outcome of the interview? It is important to become aware of your own personal feeling and prejudice prior to interviewing candidates. In this way, you can become more objective rather than subjective. Let s take a moment to define these words. Objective Subjective Subjective Relying upon one s personal feelings or opinions. Click on the word to see the definition. Interviewing and Selection 21

22 Module Three: Evaluate the Candidate Evaluate Objectively > Brain Teaser #3 Brain Teaser #3: Remember our two scenarios? Scenario A: Suppose a candidate interviewed with you who had much in common with you. Scenario B: Now, suppose a candidate you interviewed was very different from you. List reasons why it is important to be objective as an interviewer rather than subjective. Write your answers in your Brain Teaser Workbook, you have 2 minutes to complete your response. Click the Clock button to begin. Interviewing and Selection 22

23 Evaluate Objectively > How So, how can we reduce our subjectivity and increase our objectivity during the interview process? Tips to Evaluate Objectively 1. Be aware of your own biases and opinions. When you have a feeling ask yourself why the thought occurred to you. Is it from their actions or your feelings? 2. Use specific details to define your opinions. 3. Rely upon facts, skills and behaviors. 4. Validate your opinions by asking challenging questions. 5. Switch roles - how would you feel if the roles were reversed? Would it be fair? If you incorporate these tips you can increase your objectivity and reduce your subjectivity during the interviewing and selection process. Interviewing and Selection 23

24 Learning Objectives > Module Test Congratulations! You are now familiar with the necessary information you need to effectively evaluate a candidate. It s time to see what you have learned! Complete the Evaluation Form Evaluate objectively rather than subjectively Eliminate bias Module test scored Objectives! Pass the test with a score above 70%. Interviewing and Selection 24

25 Knowledge Check 1. Why does the evaluation form help us to make the right hiring decision? (select all that apply) $ A. helps to strategically evaluate candidate $ B. helps to identify competent and motivated candidate $ C. helps to justify your recommendation $ E. helps you to measure your first and last impression SUBMIT Interviewing and Selection 25

26 Knowledge Check 2. What are the five factors used in evaluating a candidate? $ A. team $ B. results % C. age $ D. critical thinking $ E. skills/ knowledge % F. religion SUBMIT Interviewing and Selection 26

27 Knowledge Check 3. How do you recognize an effectively filled out evaluation form (select all that apply)? % A. answer shows bias $ B. answer describes particular skills % C. answers do not reflect evaluation of the factors $ D. answer describes behavior SUBMIT Interviewing and Selection 27

28 Knowledge Check 4. What is subjective evaluation (select all that apply)? $ A. interviewer relies upon his/ her personal feelings or opinions $ B. interviewer is influenced by bias % C. interviewer is not affected by prejudice % D. interviewer combines personal opinions and objective factors to evaluate the situation SUBMIT Interviewing and Selection 28

29 Knowledge Check 5. Define bias (select all that apply)? $ A. strong inclination of the mind or a preconceived opinion about something or someone $ B. bias may be in favor of or against an idea % C. people are always aware of their biases SUBMIT Interviewing and Selection 29

30 Knowledge Check You scored XX% on the Course Evaluate the Candidate Knowledge Check. Interviewing and Selection 30