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Recruitment details interview plan Assignment

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Recruitment details interview plan Assignment

Detailed Interview Plan 

Worth 25%

 

As a business owner, manager, or supervisor, you will undoubtedly be called upon to interview job candidates as part of the hiring process.  The purpose of this assignment is to build your ability to prepare to conduct a properly structured interview using the questioning techniques that research has shown are most effective.  This skill may be one of the most useful you will derive from this subject.  As a side benefit, learning more about interview practices and question types should enable you to perform better when you are an interviewee seeking a job in the future.

In order to evaluate a candidate for hiring, you first need to understand the job.  For this reason, your first task for the Detailed Interview Plan assignment is to choose a job for which to write an interview and to find a job analysis/position description for that job. At a minimum it should include a narrative summary of the job and a clear list of the tasks/duties involved.

You can use the web to source an example or you may already have a position description for a job you or a family member does.  It will be an advantage if you are personally at least somewhat familiar with the job.  More suggestions for choosing a job and finding a job analysis/position description will be given in class. 

The job analysis/position description will be the first item of your interview plan assignment.   

Your second task is to clearly identify the Knowledge, Skills, Abilities, and Attitudes (KSAAs) you wish to assess in the interview, based on the job description and some logical thinking on your part.  Choose 4 – 6 KSAAs that would be best assessed via interview and that are important and unique to that job. Clearly define these KSAAs in your paper.  Some job descriptions you may find will have KSAAs already included, but they might not be good ones.  YOU are responsible for identifying useful KSAAs that are sensibly linked to job content, regardless of what the job description you are using might have said.

The third task is to write 3-4 behavioural and/or situational interview questions to explore the candidate’s competence for each KSAA.  We will extensively discuss these two question types in class.  See iLearn material on Behaviour Description Interviewing or check the book on Behaviour Description Interviewing by Janz, Hellervik, and Gillmore on reserve in the library for examples of how to identify and write items for specific KSAAs (they call them behavioural dimensions).  These interview questions should clearly assess the KSAAs you identified as necessary to perform this job well.  You may also use some knowledge questions if appropriate.

Present your questions by KSAA in a complete interview plan/template which should also include a few other things you need to do or ask in the interview from start to finish (e.g. opening statement, warm up question or two, a very few factual/background questions you may need to supplement a typical application or cv, willingness questions (e.g. are you willing to work nights), closing statement).  There is a slide in the selection materials that advises on different parts of the interview.  See also the examples from the Janz book for how to organise questions.  Assume you will have access to candidates’ resumes prior to the interview.  Therefore, there is no need to ask interview questions like “do you have a degree” or “where have your worked before.” 

When you format your interview plan, leave room for the interviewer to take notes.  You goal is to produce a document that an interviewer could sit down with and use immediately to interview candidates for that job.

The final task is to provide some guidance interviewers about what good vs poor answers look like, in the form of model answers or keys.  You should also provide rating scales for each KSAA that is assessed, for interviewers to record their opinion on the candidate after hearing their answers to the questions related to that KSAA.

 

Here’s a tip about selecting KSAAs and writing good questions:  BE SURE TO INCLUDE KSAAs THAT ARE IMPORTANT AND UNIQUE TO THAT JOB.  You aren’t out to select a generic “nice person,” who can do teamwork and communicate well in general, but rather someone who can perform the specific duties and skills of that job.  I have seen very poor interview plan papers in which critical job skills were completely missing or questions were mis-directed.  A few such bad examples are described below. (BAD EXAMPLE, WE NEED SOMETHING BETTER THAN THIS)

  • For the job of midwife, the KSAAs and questions were about working in a team in an unspecified context (tell me about a time you were a member of a successful team), problem solving in general (tell me about a complex challenge you have faced and solved) and having integrity (WHY???). There were no KSAAs related to midwifery skills and knowledge, working in a health care team, or building relationships with and interacting with expectant and labouring mothers, and hence no questions about these critical job-related skills and behaviours.
  • Another poor example was for the job of an experienced sales person, but none of the KSAAs or questions focused on sales skills or past sales behaviours. Generic questions on teamwork or communication are pretty useless in this context.
  • In another poor example, the interview had KSAAs and questions on sales skills, but the job description clearly said that the job was higher level sales management, supervising district sales managers who supervised the actual sales people rather than actually doing the selling oneself. There were no KSAAs or questions on management skills and activities, motivating sales people, or monitoring and developing sales people, so the interview was badly off track for the job it was intended to serve. 
  • Another poor interview was for kindergarten teacher but none of the KSAAs or questions had anything to do with lesson planning, teaching, or dealing with young children or their parents.

If I can’t get a pretty good idea what the job is by reading the interview questions, something is very wrong, and it probably goes back to not correctly identifying specific KSAAs for the job.

 

The interview assignment is due by midnight on Sunday at the start of Week 9, via the Safeassign link in iLearn.  You may choose to submit earlier if you wish, as you’ll have the knowledge to complete this assignment by the middle of Week 7.   Late work will be penalised at 10% per day including weekends.  The Detailed Interview Plan is worth 25% of your mark in this subject. 

Parts of the plan are weighted and will be marked as follows.

 

 

 

 

 

 

Weight

Criterion

20%

Job analysis provided.  There is a clear statement of well-chosen and job-related KSAAs to be assessed in the interview.  

40%

Questions are well-crafted and clear, mainly situational or behavioural in format, and clearly linked to specific KSAAs.  All BDI questions contain probes.

20%

Logical and easy to follow rating scales including guidance on what a good/poor answer looks like (may be at question level or KSAA level).

10%

Overall format for the interview (opening and closing statement, etc.) with guidance on how to conduct the interview and a logical flow of questions which are organised by KSAA.

10%

Would I use this interview virtually unchanged to select for this job?

 

I will take time to put specific comments and feedback throughout your interview plan as well as providing overall comments and a mark, so please be sure to open the safeassign document and carefully read this feedback after grades are available.  This is assures that you learn as much as possible from the assignment.

Feel free to come see me if you need advice or clarification as you work on this assignment.

 

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