SENSITISATION WORKSHOP for ADCs on their Roles and Responsibilities

GUIDELINES FOR CONDUCTING A STRUCTURED SELECTION INTERVIEW

M.D. Mfune MPM, BA(HRM), DMS, Dip in Bus Studies

PRE-INTERVIEW PLANNING
1.All questions should be predetermined and related to selection criteria derived through job analysis.

PRE-INTERVIEW PLANNING
2.Ask behavioural questions which require applicants to describe how she/he would perform the various duties by outlining how she/he has performed in the past. Focus on:

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Past behaviour (not beliefs, feelings or speculations); The process of doing the tasks/duties; If necessary you should use follow-up questions to ensure that you understand:

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3.Ask situational/scenario questions ie ones which describe a situation the job incumbent may face and asks how they would handle such an issue. E.g. Situational Question for Clerical Officer

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Develop situational questions with the help of job experts to identify situations, actions and outcomes that discriminate between good and poor performers:

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Describe a critical incident ie a past situation that incumbents have faced. Pay attention to the context, the task and the problem when considering this scenario. Describe the behaviour of an effective performer.

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What was the outcome? Describe the behaviour of an ineffective performer What was the outcome? From this information you can develop:

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interview questions an answering scale that can be used to judge applicant's answers

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4. All questions should be planned to be asked of all candidates in the same order. This ensures that there is a comparable set of responses for the panel to consider.

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5. Review the field of candidates to be interviewed and clarify anything panel members may raise, e.g. missing information

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6. Review what can and cannot be asked in interviews in relation to EEO guidelines: Generally, any question relevant to the work to be done is permissible.

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THE ACTUAL INTERVIEW The Chair introduces the candidate to the panel and explains the purpose and format the interview. Ask the same work-related questions to all candidates in the same order.

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Try to ensure that the candidate does 70-80 percent of the talking. This ensures that various communication and interpersonal skills can be properly evaluated. The Chair asks the candidate "Is there any more information relevant to your application which you wish to bring to the Committee's attention?"

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The Chair asks the candidate when she/he could start work if successful. The Chair explains what happens next and the approximate time frame for the decision.

POST INTERVIEW
At least 15 minutes should be allowed between interviews to review and discuss them and to make notes. Decision-making should take place as soon after the final interview as possible, by reference to all of the material relevant to the candidate.

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Decision-making should be based on a review of the selection criteria, candidate by candidate, in the first instance. In other words, how well each candidate matched the selection criteria both generic and specific. See next section (Scoring the Interview) for information on scoring interview performance. A final decision of interview performance is made.

Proper Interviews Techniques

What do you think was proper in this interview?

Improper Interviews Techniques

What do you think was improper in this interview?