BehavioralInterviewing-U.S.Departmentof.pptVIP

Make notes on any experience that may relate to experience you want. Look for information on skills you need. It may be mentioned in a description of a previous job, it may be listed under an educational experience. Knowledge you want may be indicated by a class attended or presented. Formulate a question that tests whether that knowledge has been used recently, and how successfully they have been using it. If not used, some skills and knowledge tends to fade, and be less useful. Review Questions/Applications Resumes Look for gaps in employment history Review Questions/Applications Resumes Review Questions/Applications Resumes Time to complete an education. Time to spend with a sick relative, have a family, or do full-time volunteer work. Serious illness, or prison time. An inability to find work due to various reasons. Gaps in employment history can indicate several things: Review Questions/Applications Resumes Identify each employment gap and formulate questions addressing those gaps. Look for “job hopping,” a succession of jobs, of relatively short duration, which needs to be addressed in the interview. Look for names and phone numbers of previous supervisors Review Questions/Applications Resumes Reviewing the application, resume, or personnel folder is a good time to make notes on previous supervisors names and phone numbers. Following the interviews with the candidates, talk with 2 or 3 previous supervisors of the best 2 or 3 candidates before making a final selection. During the interview also ask candidates about their relationship with those supervisors. A glowing reference from a supervisor when the candidate tells you they did not get along, should be a red flag, and merit further investigation. Look for Disciplinary Actions Review Questions/Applications Resumes Occasionally a personnel folder will contain a disciplinary action, or an application will reference a felony conviction. Make special note of these and formulate questions to