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Recruitment Handbook

Recruitment Process
The Structured Interview
Structured Interview - A test, not a social conversation. Concept of Job Relatedness Assess knowledge, skills and abiliities which are required to perform the job satisfactorily. Establish Criteria and Interview Questions Review job description and position announcement so that the Search Committee is familiar with the duties and responsibilities of the position. Brainstorming: List as many areas of knowledge, skills and abilities as possible based on the job description and position announcement. Eliminate: Knowledge, skills and abilities not needed on first day of job and refernces to amounts of education and experience. From this list, develop criteria by which each application will be assessed. The Search Committee Chairperson should record the reason for eliminating any candidate from consideration based on these criteria. From the list of criteria, formulate interview questions. Prepare suggested general answers to the questions for the committee's use during the interview process. Formulating Interview Questions Prepare questions which directly relate to criteria and associated characteristics: a) LEAD Questions - these relate directly to criteria and are asked on all candidates with the same wording and manner. The appropriate answer must also be specified and listed along with each question. b) PROBE Questions - these follow from answers to lead questions and/or application and are unique for each candidate. 2. Questions about number of years of experience or educational level are inappropriate in an interview. Questions about types of experience or probe questions about types of training or education, if job related, are appropriate. 3. Probe questions that follow from information volunteered by candidate during interview are appropriate. Again question must be job related. Remember You must know and specify the answers to your lead questions before you begin your first interview. Appearance, speaking ability, ability to think "on one's feet," adaptation to pressure, and similar criteria are only valid rating factors if demonstrated in the job description.