This interactive session is designed for both novice and seasoned interviewers alike. During the course, you will explore the concepts of motivational fit and behavioral-based interviewing. We will also uncover common mistakes made by most interviewers and what questions are legal to ask a candidate.

1. Interviewing Skills
Laura Rohde
July 31, 2019

2. 2
Learning Objectives
1. Discuss the importance of using motivational fit when
selecting talent
2. Examine the components of behavior-based
interviewing
3. Review legal considerations when interviewing
Welcome!

3. 3
• Degree of alignment between what a person expects or
wants from a job, and what the job can actually offer.
• It is a primary component in determining whether a person
will remain on the job.
What is Motivational Fit?

4. 4
1. Does this person demonstrate an interest in the tasks
and responsibilities of the position?
2. Does this person’s beliefs about work match with the
beliefs of your company?
3. Does this person seem satisfied with the work
environment, job expectations and compensation?
Motivational Fit Questions

5. 5
Type Evaluates Sample question
Behavioral Skill
Tell me about a time when you
observed someone being
unethical. What was it and how
did you respond?
Hypothetical Knowledge
What should you do…? What
could you do…? Avoid these
types of questions!
Behavioral-Based Questions

6. 6
• Tell me about a time…
• Can you give me an example of…?
• What was your most difficult…?
• Describe a time when…
• Explain how you…
Examples of Behavioral-Based
Questions

7. 7
• Event
• Action
• Result
**Ask behavioral-based questions to
identify that past behaviors predict
future behaviors
Listening for Responses

8. 8
Prepare
• Review candidate résumé and/or
application
• Review job description and expectations
• Plan your questions ahead of time
• Secure evaluation form, paper and pen
• Ensure enough time for interview
Interview

9. 9
Conduct
• Welcome the candidate and thank the
candidate for their time
• Introduce yourself and your role at
company
• Explain the interview process to the
candidate
• Conduct the interview
o Review work experience
o Ask behavioral-based interviewing
questions
o Keenly listen for their E.A.R.
responses
o Take notes
o Answer any questions from the
candidate
Interview

10. 10
WHY? HOW?
Difficult to remember specifics Tell candidate you will be taking
notes
Information can be forgotten Record information about
essential job functions
People have tendency to
remember first and last things
that were said
Jot down key words or phrases
Taking Notes

11. 11
Close
• “• “Sell” the position and company
o Benefits, culture, growth
opportunities, training and
professional development
• Pose questions:
o Will you please summarize why you
feel that you are the best candidate
for this position?
o Is there anything else you would like
to share with me?
o What questions do you have for
me?
• Explain the next steps including
employee tests and related time frames
• Thank the candidate for their time
Interview

12. 12
First Impression Bias
Halo / Horn BiasJust Like Me
Bias
Pressure to Fill Position
Motivational Fit Not Assessed
Common Interviewing Questions

13. 13
Race, Color, National Origin Age
Race
Color
Nation of origin
Native language
Birthplace of candidate or candidate’s
family members
Clothing associated with national origin
Accent
Date of birth
Date of school graduation
Number of grandchildren
Ages of children or grandchildren
Gender Religion
Marital status
Family plans
Number of children
Child care arrangements
Sexual orientation
Pregnancy
Religious affiliation
Religious practices
Religious activities
Holiday observations
Legal Considerations

14. 14
Disability / Health
If a person has a disability
Nature and severity of the disability
Cause of the disability
Prognosis of the condition
Sick leave required
History of worker’s compensation claims
Past, present or future medical/psychological treatment
Use of prescription drugs
Current state of health
Exercise or nutrition habits
Addictions
Legal Considerations

15. 15
• Watch for motivational fit
• Prepare for interview in advance with good behavioral-
based interview questions
• Use the E.A.R. method and listen
keenly to responses
• Ask only job-related questions to stay legal
• Be aware of personal biases
Tips to Keep in Mind

16. 16
1. Discussed the importance of using motivational fit
when selecting talent
2. Examined the components of behavior-based
interviewing
3. Reviewed legal considerations when interviewing
Conclusion

17. 17
Thank You

18. 18
Contact
Laura Rohde
Managing Director of
HR Services
Skoda Minotti
lrohde@skodaminotti.com