Interviewing Basics

In this lesson, you'll learn the fundamental principles of interviewing, a critical skill for HR professionals. We will explore different interview formats, understand how to structure effective questions, and learn how to navigate the legal aspects of interviewing.

Learning Objectives

  • Identify and differentiate between various interview formats.
  • Apply the STAR method to formulate behavioral interview questions.
  • Recognize legally permissible and impermissible questions during an interview.
  • Prepare and create a basic set of interview questions based on a job description.

Lesson Content

Interview Formats: Setting the Stage

Interviews come in various formats, each serving a specific purpose. Understanding these formats helps you choose the most effective method for assessing candidates.

  • Phone Screens: These are usually the first step, used to quickly assess basic qualifications and fit. They are typically brief (15-30 minutes).
  • Video Interviews: Often used for initial screenings or when in-person interviews aren't feasible. Platforms like Zoom and Google Meet are common.
  • In-Person Interviews: Allow for a more in-depth assessment of a candidate's skills, personality, and fit within the company culture. They may involve multiple rounds.
  • Panel Interviews: Several interviewers are present, allowing for different perspectives and comprehensive evaluations. This format is common when assessing leadership skills or specialized expertise.

Behavioral Interviewing: Unveiling Past Performance

Behavioral interviews focus on past behavior to predict future performance. The STAR method is a powerful framework for asking and answering behavioral questions:

  • Situation: Describe the context or background of a past experience.
  • Task: Explain the specific task or challenge you faced.
  • Action: Detail the actions you took to address the situation.
  • Result: Outline the outcome of your actions, including any positive results or lessons learned.

Example Question: "Tell me about a time you had to deal with a difficult customer." (This is the Situation the candidate should address first.)

Legal Considerations: Staying Compliant

It's crucial to avoid questions that could be perceived as discriminatory. These types of questions can lead to legal challenges. Avoid asking about:

  • Age: "When did you graduate?" (Indirectly asks about age).
  • Religion: "What church do you attend?"
  • Race/Ethnicity: "Where are your parents from?"
  • Marital Status/Family Plans: "Are you married? Do you plan on having children?"
  • Disabilities: "Do you have any medical conditions?" (Unless directly related to job requirements and reasonable accommodations are considered).

Instead, focus on questions directly related to the job requirements and skills needed.

Crafting Effective Interview Questions: A Practical Approach

Effective interview questions should be clear, relevant to the job, and designed to elicit detailed answers. Begin by reviewing the job description. Identify the key skills and qualifications needed for the role. Then, create questions to assess those areas.

Example Job Description Excerpt: "Requires strong communication skills and the ability to manage conflict."

Corresponding Questions:
* "Tell me about a time you had to communicate a difficult message to a team."
* "Describe a situation where you had to resolve a conflict between team members. What actions did you take? What was the outcome?" (These are examples of behavioral questions using the STAR method.)

Deep Dive

Explore advanced insights, examples, and bonus exercises to deepen understanding.

HR Manager - Talent Acquisition & Management: Extended Learning

HR Manager - Talent Acquisition & Management: Extended Learning - Day 4

Building Upon Your Interviewing Skills

This extended lesson expands on your understanding of interviewing, diving deeper into advanced techniques, diverse perspectives, and real-world applications. We'll explore how to tailor interviews for specific roles and company cultures, address unconscious bias, and evaluate candidate responses beyond the surface level.

Deep Dive Section: The Art of the Interview - Beyond the Basics

Now that you understand the fundamentals, let's explore some advanced interviewing concepts:

  1. Interview Structures & Roles: While you’ve learned about formats, consider the different roles interviewers play. Are you leading, observing, or collaborating? What are the pros and cons of structured vs. unstructured interviews? Understanding the role and selecting the appropriate interview structure allows for a more consistent and relevant candidate experience. Consider the interview panel dynamics. Who is the decision-maker and who is providing support?
  2. Unconscious Bias Mitigation: Recognize and actively combat unconscious biases. These can creep into evaluations, skewing your perception of candidates. Implement blind resume screening, use standardized questions, and train interviewers on identifying and mitigating bias. Reflecting on personal experiences with bias. What are some of the personal biases you can identify? What techniques can be employed to mitigate those?
  3. Analyzing Candidate Responses: Go beyond surface-level answers. Listen actively for the underlying skills and experience. Consider the "why" behind a candidate's actions and decisions. Dig deeper into the candidate's critical thinking, problem-solving, and communication skills by asking follow-up questions.
  4. Interviewing for Company Culture Fit: Beyond technical skills, assessing cultural fit is crucial. This requires thoughtful planning. Craft interview questions that reflect your company's values and expectations. For example, "Tell me about a time you had to work collaboratively with a difficult colleague." This can reveal how they interact with different personalities in the organization.

Bonus Exercises

  1. Role-Playing Scenarios: Pair up with a colleague and practice different interview scenarios. One person acts as the interviewer, the other as the candidate. Focus on applying the STAR method and tailoring questions to the job description. Rotate roles and practice different interview formats.
  2. Question Review and Refinement: Review a set of interview questions you've created for a specific role. Ask a colleague to analyze them, identifying potential biases or areas for improvement. Consider if the question targets the required skills and how well it tests those.
  3. Blind Resume Screening: Take several resumes and remove all identifying information (name, address, etc.). Evaluate each resume based on skills and experience only. This exercise helps you become more aware of your potential biases when evaluating candidates.

Real-World Connections

Interviewing is a critical skill that applies to nearly every aspect of human resources, and also extends beyond the workplace:

  • Hiring and Onboarding: Your interview skills directly impact hiring decisions. Your ability to hire the right people reduces turnover costs.
  • Performance Management: Interview skills can be used to understand and document employees’ performance, helping drive future success.
  • Community and Networking: Interviewing is a skill that can also be applied in networking situations and other areas where you are seeking information from others.

Challenge Yourself

Advanced Task: Research and present on a specific type of interview. Examples include: behavioral, situational, stress, or panel interviews. Your presentation should include a definition, when to use it, pros and cons, and sample questions.

Further Learning

Explore these topics for continued growth:

  • Diversity, Equity, and Inclusion (DE&I) in Recruiting: Learn best practices for attracting a diverse talent pool.
  • Candidate Experience: Research techniques to improve the overall interview and recruitment experience.
  • Psychometric Testing: Understand the role and applications of personality and aptitude tests in hiring.
  • Talent Analytics: Get comfortable with analyzing data related to talent acquisition.

Interactive Exercises

Interview Format Match-Up

Match the interview format with its description. (Phone Screen, Video Interview, In-Person Interview, Panel Interview)

STAR Method Practice

For the following scenario: "Describe a time you failed at a project." Outline what each part of the STAR method means for answering this behavioral question. (Situation, Task, Action, Result).

Questionable Question Identification

Identify whether the following interview questions are legal or illegal (e.g., "Are you married?"). Justify your answer.

Question Creation Challenge

Choose a sample job description (you can find one online). Create five interview questions designed to assess the candidate's skills and experience based on the job description. At least three questions must use the STAR method.

Knowledge Check

Question 1: Which interview format is typically used for initial screenings?

Question 2: What does the 'A' stand for in the STAR method?

Question 3: Which of the following questions is LEAST likely to be considered legally permissible during an interview?

Question 4: Which of the following is NOT a key component of preparing for an interview?

Question 5: Which interview format often involves multiple interviewers?

Practical Application

Your first task as an HR intern is to assist in scheduling and participating in the first round of interviews for a Junior Marketing Specialist role. You will be observing, taking notes, and providing feedback to the hiring manager. You will be responsible for crafting a list of interview questions based on the provided job description and assisting in deciding the right candidates for the position.

Key Takeaways

Next Steps

Prepare for Lesson 5, where we will dive into the recruitment process and explore job postings, sourcing candidates and the process involved in the candidate review process.

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