Office of Human Resources - HR Advisor
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Employment
Screening and Interviewing
The screening and interviewing process is done in compliance with EO/AA policies and procedures and must be followed to ensure that the most qualified applicant is hired. Screening must be done consistently and in accordance to the job vacancy posting used to recruit.
QUESTIONS?TEMPE/POLYTECHNIC Allison Walas |
| POLICY SPP 201-01 Recruitment/Employment |
FREQUENTLY ASKED QUESTIONS
How do I screen applicants?
Develop a screening matrix using the qualifications listed in the position vacancy. Then decide whether "lack of application materials" will be a reason for non-interview in the screening process. If not, all applicants missing application materials must be called and given a date to submit all materials.
Use Minimum and Desired qualifications to narrow your applicant pool.
Using Minimum Qualifications (MQs). Screen resumes based on the information in the MQs first. If there is more than one criteria or an equivalency statement is used, the applicants should meet at least one of these criteria. Be consistent and use only information listed in the application materials.
Using Desired Qualifications (DQs). Screening can be done by each qualification listed. If none of the applicants meet a certain criteria, then move to the next qualification.
If I still have too many potential candidates, how do I do additional screening?
Depending on the number of applicants remaining after screening for MQs and DQs, it might be necessary to screen in more detail to narrow the applicant pool. This screening must be made based on the listed qualifications in the position vacancy and must be done consistently, in a quantifiable, skill-oriented way.
When is it advisable to conduct phone screening?
To further narrow down the applicant pool, phone screening may be done. It should be part of the initial screening method, done before any in-person interviews are conducted.
- Ensure all applicants that are screened on the phone meet the minimum qualifications for the position.
- Develop a script to ensure consistency.
- Consider the 'in-person" interviewing questions when developing phone screening questions.
- The questions can only be drawn to clarify issues in the Job Posting and clarified to confirm interest in the position (For example, you can say, "The salary of the position is $24,000-26,000. Are you still interested?" or "The position requires lifting of 25 lbs. Can you perform this function?")
- List the phone screening process and the date phone screened on the Applicant List if an applicant is screened out during this process.
What factors should I consider for the interview?
The interview is a great way to learn and get more information about applicants in addition to what is included on the application materials.
REMEMBER: The better and more prepared you are for interviews, the higher caliber hire you will make.
There are three types of interview questions: behavioral, informational and hypothetical.
Behavioral: The basic philosophy behind behavioral interviewing is simple: "Past behavior predicts Future Performance." The interviewers are looking for examples of past behavior from the interviewees. They do this by asking open-ended, job-related questions that allow the interviewee to share an example or story that reveals their skills in a particular area.
Informational: Informational (or listing) type of questions do not allow for examples. NOTE: Most informational questions usually ask about items that can be found on the candidate's resume.
Hypothetical: Hypothetical questions usually lead a candidate to share the "best" answer to impress the interviewers rather than sharing examples from their own experience.
When should I perform reference checks?
Reference checks can be done at anytime during the application process, but are primarily done for final candidates.
Reference checks for ASU employees: Hiring departments may ask a current ASU employee's manager to conduct a reference check. Please note that it is advisable to make the applicant aware you are interested in their employment history and the information shared is for job purposes only.
Tips for conducting reference checks:
- Ask each reference the same questions.
- Be sure to identify yourself and the reason you called.
- If needed, schedule a time that accommodates both of your schedules.
Interviewing Tips
IT'S ALL IN THE DETAILS
Remember that this is the applicants' first impression of their potential career experience with your department. Make every effort to make them feel welcomed and comfortable.
PREPARE
Plan your interview questions carefully to make sure that you cover the key skills, words and experiences you seek in an employee. This will keep the interview on track for follow-up questions, if needed.
DEVELOP
Make sure to develop your rating criteria and list key attributes you seek in an applicant's responses.
BE CONSISTENT
Ensure that the questions you ask are the same for all applicants interviewed.
RECORD
Take notes during the interview and be aware that your notes are discoverable in the event of a legal action. Be sure to document applicants' responses clearly and accurately.
HOW TO WRITE INTERVIEW QUESTIONS
Interview questions have both content and style. Here are some examples of both:
CONTENT
Openers/General.
These are get to know you, "How is the weather" type
Job Related.
Information specifically related to the job opening
Personal
Information related to personal goals and interests
NOTE: This is a gray area so be careful when
asking questions of a personal nature.
STYLE
Behavior Based
Questions that ask about past performance
Informational
Questions that can be answered yes or no.
Hypothetical
Questions about fictitious scenarios,
the "What if…" questions.