_______FIVE STEPS TO HIRING AT THE PERELMAN SOM
______ Interview & Select
Review The Job Description
Use this as an opportunity to take a good look at the job for any changes you may wish to make. Often a job will evolve with the person who works in it until the job description no longer truly describes the job that is being done. Ask yourself:
List Key Competencies The Hire Should Have
Competencies are skills, abilities, behaviors, characteristics, attitudes or qualifications that cause and predict superior performance.
Look at the job description and make a list of key competencies that the hire should have. Here are only a few examples of competencies you may want your hire to posses:
(More examples of competencies.)
Be specific about the level of competency you want. If you want someone who knows MS Access:
Behavioral Interview questions are questions that focus on a person's actual past behavior instead of on hypothetical future behavior.
The reason for this is that what people say they would do hypothetically isn't always what they would really do. Remember:
The best predictor of FUTURE PERFORMANCE
For example, if one of the key competencies your candidate needs is "initiative," you might ask:
This website, from the Kansas Department of Administration, contains a behavioral interviewing tool which will generate questions for you based on the competencies you identify for the job.
Design Open Questions
"Open" questions invite a detailed response,
while "closed" questions only invite a yes/no response.
Design Follow-Up Questions
Even though you may ask detailed questions, you may
not get detailed responses. To make sure you do, design follow-up questions
to flesh out the SAR (Situation, Action, Result):
Design Questions That Flesh-Out the Resume
Look at the candidate's resume for potential questions on issues such as:
Design Legal Questions
"The University of Pennsylvania
does not discriminate on the basis of
The basic guideline to remember is that it is illegal to base a hiring decision on anything other than "Bona Fide Occupational Qualifications." So stick with questions that focus solely on the competencies you've decided that the position needs.
If you need someone who can speak Spanish:
If you need someone who can lift 50 lbs. and notice
that the job candidate is walking with a cane:
Examples of illegal vs. legal questions.
Design a Candidate Evaluation Form
A Candidate Evaluation Form will help you do a qualitative and quantitative analysis of each candidate.
Click below to view a sample Candidate Evaluation Form.
Use this as a template to customize to your particular position:
During the interview take detailed notes. Immediately afterwards, use these notes as the basis for filling out a Candidate Evaluation Form. Don't put it off; it's very easy for candidates to start mixing together in our memory.
Design a Criteria Matrix
Use a Criteria Matrix to compare potential candidates.
Click below to get a sample completed matrix along with a blank matrix
for you to use:
Immediately after every interview, along with filling out the Candidate Evaluation Form, take the time to numerically rate the candidates on the Criteria Matrix. Again, don't put it off; it's very easy for candidates to start mixing together in our memory.