PerformanceBased Interviewing: Strategies for Hiring the Right People

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Performance-Based Interviewing Strategies for
Hiring the Right People

• Andrew L. Reitz, Ph.D.
• Walker Trieschman Center
• Child Welfare League of America
• 617.769.4011
• areitz_at_cwla.org

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What We Will Do

• 1. Identify critical worker
• characteristics and skills.
• 2. Design interview questions to
• assess for those identified skills.
• 3. Evaluate effectiveness of the
• interview process.

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What We Wont Do

• Objective Assessment Tools
• Work Samples
• Realistic Job Previews

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Costs of a Hiring Error

• Time
• Fallout

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Information Sources

• Application
• Resume Cover Letter
• References
• Interview

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Critical Skills and Characteristics

• 1. Identify the job.
• 2. Specify ENTRY level.
• 3. Ask the people who know.
• 4. Get multiple perspectives.
• 5. Prioritize.

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• You Can Teach a Turkey to Climb a Tree,
• But Its Easier to Hire a Squirrel.
• Spenser Spenser (1993)

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Agency Example 1

• 1. Strong desire to help kids.
• 2. Reliable.
• 3. Like adventure and challenges.
• 4. Effective team player.
• 5. Good-natured/positive.

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Agency Example 1

• 6. Patient.
• 7. Desire to learn and grow.
• 8. Have fun.
• 9. Wont give up.
• 10. Good role model.

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Agency Example 2

• 1. Commitment to children.
• 2. Dependable.
• 3. Teachable.
• 4. Active/energetic.
• 5. Persistent.
• 6. Deal with conflict..
• 7. Team player.

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Agency Example 3

• 1. Interpersonal Skills
• 2. Self-Awareness/Confidence
• 3. Analytic Thinking
• 4. Flexibility
• 5. Observational Skills

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Agency Example 3

• 6. Job Commitment/Child Welfare Values
• 7. Communication Skills
• 8. Results Orientation
• 9. Technical Skill/ Knowledge

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Interview Process

• 1. Rapport Building
• 2. Objective Requirements
• 3. Critical Skill Assessment
• 4. Applicant Questions
• 5. Job Preview
• 6. Closing

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Behavioral Questions

• Ask for examples of past behavior that
  demonstrate the skill/characteristic.
• Tell me about a time when. . .
• Give me an example when you . . .

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Situational Questions

• Ask how an applicant would behave in hypothetical
  work situations.
• What would you do if . . .?
• How might you respond when . . .?

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Evaluation Is it Working?

• 1. Assess every hire on the identified
  skills.
• 2. Track length of stay for all hires.
• 3. Assess whether highly rated applicants are
  more effective and stay longer.