Employment Interviews: Most widely used and influential assessment tool in the staffing process

Employment interviews are a significant source of information on which to base fair and accurate hiring decisions. It is critical that companies use the structured interview effectively to ensure hiring decisions are based on merit as well as best fit for the organization.

Unstructured employment interviews provide non-diagnostic information, which weakens the predictive value of quality information. They are more likely to be less accurate and reliable, are more subject to bias and may expose employers to complaints and legal challenges.

The ultimate goal is to enhance the quality of the information gathered while strengthening the fairness and defensibility of this part of the assessment/staffing process.
When developing interview questions consider three rules of thumb:

  • Ask only for the information that will serve as a basis for the hiring decision
  • Know how the information will be used to make the decision
  • Do not ask for information that will not or should not be used to make staffing decisions
  • Structured interviews contain:

  • Job related questions focused on the job and relevant qualifications
  • Pre-developed behavior questions based on the premise and assumption that the best predictor of future performance is performance in similar situations
  • Most are familiar with the job related questions such as confirmation of educational level, training/experience with particular equipment/computer program, further explanation of experience with major job tasks or responsibilities, etc.

    The behavior questions section or BDI (Behavior Descriptive Interview) portion are more situational and are most commonly used for problem solving skills, team relationship skills, communication skills, etc. Applicants are asked to describe a previous life event and the outcome. It is usually a time when they had to demonstrate a particular qualification that is crucial for the job. An example is “Tell me about a time when you proposed an innovative solution to a difficult problem. What was the situation? How did you handle it? What was the outcome?

    LP Human Resources Ltd. invites you to view previous newsletters at www.lphumanresources.com
    Please contact Laura with any HR related questions or concerns or newsletter comments, call 403-238-0884 for a no-obligation discussion of your needs or contact us on our website, or through Facebook or LinkedIn.

    Fort McMurray Wildfires: Disaster Illustrates Story of Shared Values and Call for Action


    All Albertans and indeed all Canadians from coast to coast to coast watched the Fort McMurray fires unfold with great sadness and almost disbelief. In real time we watched a fire described as “The Beast” progress. We witnessed so many heroes. The heroes were those fleeing the fires and those fighting the fires.
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    Alcohol Policy Saved Company from Worker Drunk Driving Death Liability

    At this time of year many companies hold Christmas Parties or Celebrations at which alcohol may be served. When workers drink alcohol at work or work-related events, their employers could face liability if an intoxicated worker gets into an accident and injures or kills themselves or someone else.
    There are steps, however, that a company can take to avoid liability in such situations.

    Read more “Alcohol Policy Saved Company from Worker Drunk Driving Death Liability”

    Dual income households are on the rise!

    Dual income households on the rise!
    Stats CanadaÂ’s newest survey regarding Canadian households showed a real increase in the number of dual income households. Two working parents have led to an increase in work/life stress management and a call for greater workplace flexibility. Parents are feeling guilty and a diminished sense of work satisfaction as they are torn between two needs; family and work. This means the employer has to know more about the staff needs.

    Read more “Dual income households are on the rise!”

    How do I find the right person for the job?

    How do I find the right person for the job?

    Finding the right people for the job can be challenging, frustrating and time consuming. If you created a new position or you are replacing a current employee the challenge is much the same. “How do I find the right person for the job?” Establishing clear concise requirements is the first step in completion of the job profile. We have a few thoughts of practical actions you can take to assist.

    Read more “How do I find the right person for the job?”