Chap 04 Recruitment Interviews

© 2013 Cengage Learning
Recruiting and Interviewing
1
How did you find out about your

most recent job?
2
Effective Recruitment Methods

Should
• Get the attention of the public
• Screen unqualified applicants
• Motivate qualified people to
apply
• Be cost effective
• Be timely
3
Recruitment Methods
• Formal or Direct • Informal or Indirect
– Media advertisements – Situation-wanted ads
– Point of purchase – Direct applications
– Direct mail – Employee referrals
– Employment agencies
– College recruiters
– Computer databases
– Special events
– Employee referral
programs
4
Special Populations
• The retired
• The mentally or physically challenged
• Ex-cons
• Current convicts
• People on public assistance
• Other organizations’ employees
• People in foreign countries
• Temps
5
Recruiting a Diverse Workforce

• Build long-term relationships with minority
organizations
• Learn how to effectively interview diverse groups
• Advertise in minority-read publications
• Recruit at historically black/female colleges
• Provide minority role-models
– at work
– in recruiting materials
6
Media Ads
Only 10% of all jobs are advertised
• Newspaper
• Television
http://www.youtube.com/watch?v=HULEIgjf2MM
http://www.youtube.com/watch?v=nh7IG6A2j8U
• Radio
• Web sites
• Billboards
7
Newspaper Ads
AVAILABLE: Good tasting soda. Consumers

must want 20 ounces of fluid, regular level of
caffeine, and competitive price. If interested,
purchase Coca-Cola from your neighborhood
store.
8
Newspaper Employment Ads

Effective Print Ads
• Creative
• Attractive
• Contain information
about the job
9
C. Rinker Paving
Needs some good men:
asphalt foreman and full and part-time workers
1. Must be able to tell time
2. Must have hair short enough to see and hear
3. Must know address or make and model of car you are
living in
4. Must have shoes and trousers
5. All nose and ear rings should be light enough not to
interfere with your work
6. Must be able to go eight hours without drugs or alcohol
7. Must know left from right, right from wrong, and be
able to use a phone
8. Must be able to check the gas and oil in a vehicle
9. Must be able to gulp down a sandwich in 30 minutes,
and be able to work at least 30 minutes without going
to the restroom or drinking something
If you need employment and can qualify, please call
368-9551 between 5 p.m. and 9 p.m.
10
Newspaper Employment Ads

Five Major Types
• Apply in person
• Call
• Send resume
• Blink box
• Employment agency
11
Apply-in-Person Ads
• Dress as if it were an CUSTOMER SERVICE—Local
interview home health company has an
immediate, full time position
• Be prepared to interview available. Direct personal contact
on the spot and requires a caring individual.
Some typing and billing helpful.
• Bring copies of your Competitive salary and benefits.
resume Apply in person, 9 a.m. to 5 p.m.,
Mon-Fri., 2501 Williamson Road
• Bring a black pen
• Be nice to the receptionist
12
Call Ads
• Often used to quickly screen
applicants Sales
• Practice your first few Experienced sales people
preferred. Neat and dependable.
sentences Flexible hours & good pay. Call
• Be prepared for a short phone 366-6071, 12 – 8:00 p.m., Tues-
Fri; Sat. 10 a.m.-5 p.m.
interview
• Have your resume ready to
answer questions
• Have paper and pencil close by
13
Send Resume
• Employer expects a large
RECEPTIONIST
response Local construction company has
• Type envelope if possible immediate opening for person
with excellent telephone skills and
• Include cover letter professional manner to operate the
• Do not use your employer’s switchboard and greet the public.
stationary Typing skills required. Send
resume to: Personnel, Acme Co.,
• Send Box 20069, Roanoke, VA 24018
– Immediately?
– Wait a few days?
14
Blind Box
• Used when employer
– doesn’t want incumbent to Carpet Cleaning
Looking for clean cut, reliable,
know self-motivated person to clean
– doesn’t want name in the carpet for growing business.
public Room for advancement. Must be
at least 21 years old and have a
– Is afraid people won’t apply if valid drivers license. Send resume
they knew the name of the to Box P-271, c/o Roanoke Times
employer & World News, P.O. Box 491,
Roanoke, VA 24010
• Send resume immediately
15
Employment Agencies
Programmer/Analyst
$30 to $40’s + Fee Paid
• Types Degree required. ASCS-BSCS. 1-
2 years experience. 989-2831
– Public Carol Day & Associates
– Private Employment Agency
• Employer pays fee
• Applicant pays fee Machine Operator
• ½ Fee Paid •
– Executive search firms Will train on production
– Temporary employment equipment. Experience with
fabric helpful. $13-$15 per hour.
agencies 981-0799 AAA Employment
Agency
16
Situation-Wanted Ads
• Ads run by applicants
• Internet has perhaps made
these obsolete
• Effectiveness Top Speechwriter
Currently writing speeches for
– Willis (1991) Fortune 200 CEO. Background
– Williams (1991) in tech, multi-industry, Wall St.,
Wash DC
Box EA-648,Wall Street Journal
17
Former Marijuana Smuggler

Having successfully completed a 10-year sentence, incident free, for importing 75 tons of
marijuana into the US, I am now seeking a legal and legitimate means to support myself
and my family.
Business Experience: Owned and operated a successful fishing business – multi-vessel,

one airplane, one island and processing facility. Simultaneously owned and operated a
fleet of tractor-trailer trucks conducting business in the western US. During this time I
also co-owned and participated in the executive level management of 120 people
worldwide in a successful pot smuggling venture with revenues in excess of $100 million
annually. I took responsibility for my own actions, and received a 10-year sentence in the
US while others walked free for their cooperation.
Attributes: I am an expert in all levels of security: I have extensive computer skills, am

personable, outgoing, well-educated, reliable, clean and sober. I have spoken in schools to
thousands of kids and parents over the past 10 years on “the consequences of choice,” and
received public recognition from from the RCMP for community service. I am well-
traveled and speak English, French and Spanish. References available from friends,
family, and the U.S. District Attorney.
Toronto Financial Post, Friday, February 23, 2001 18

Effectiveness
Number of Inquiries
Inquiries Frequency Percent
0 44 30.6
1 20 13.9
2 26 18.1
3 18 12.5
4 8 5.6
5 9 6.3
6 6 4.2
7 4 2.8
10 4 2.8
12 2 1.4
>20 3 2.1
TOTAL 144 19
Effectiveness
Number of Job Offers
Job Offers Frequency Percent
0 117 78.5
1 10 6.7
2 11 7.4
3 2 1.1
4 2 1.3
5 3 2.0
6 1 0.7
7 1 0.7
15 1 0.7
20 1 0.7
TOTAL 149
20
Point of Purchase Methods

• Signs • Brochures
• Cash register receipts • Milk cartons
• On-hold phone • Book markers
recording (Papa Johns)
• Restaurant placemats
• Pizza boxes
• Table tents
• Sides of trucks
21
Recruiters
• Recruiters
– Campus recruiters
– Outside recruiters
• Employment Agencies and Search Firms
– Private employment agencies
– Executive search firms
– Public employment commissions
• Job Fairs
http://www.youtube.com/watch?v=ZM-FKbUf2AQ&feature=youtu.be
22
Employee Referral Programs

Frequency of Use
• Private Sector (SHRM, 2005)
– 50% have formal programs
– 66% use in some way
• Public Sector
– 1% have formal programs (Trice, 1997)
http://www.youtube.com/watch?v=8FBHynJMXUc
http://www.youtube.com/watch?v=YRlFrYfkJjo&feature=youtu.be
23

Incentive for Referral
• Incentive Given
– 88% if referral results in hire
– 2% if referral results in interview
– 4% for making a referral
• Type of Incentive
– 77% provide financial incentive
– 23% give cars, gift certificates, trips, and
other gifts
• Amount of Incentive
– Median is less than $1,000
– 12% have incentives over $2,000
24

Why are They so Effective?
• Realistic job preview
• Employees and friends are similar
– Personality
– Ability
• Employee can help socialize friend when hired
25
Direct Mail Recruiting
• Types
– e-mail
– fax
– Postal
• Postal Basic Facts
– Response rate should be 1-2%
– Make mailing creative and eye catching
– Hand addressed mail gets opened most frequently, then
typed names, followed by mailing labels
26
Direct Mail Success Stories

• INTEGRIS
– Mailed out 30,000 letters
– Received 350 responses
– Hired 5 nurses
• Union Special
– Illinois manufacturer of sewing machines
– Had 10 openings for engineers
– Sent 3,300 cards to Chicago area engineers ($5,000)
– Received 100 responses
– Interviewed 30 applicants
• Allstate
– Local unemployment was 2.9%
– Previous help-wanted ads yielded 2 responses
– 14 data processing openings
– Direct mail to local Allstate customers
27
– Received 500 responses and hired 20 employees
Internet Recruiting
• In 2010, 90% of employers planned to invest significantly in Internet
recruiting
• Three common Internet methods
– Employer-based websites
• Normal website
• Company blogs
• .jobs domain
– Internet recruiters
• www.monster.com
• www.hotjobs.com
– Social networking websites
• FaceBook, MySpace, & LinkedIn
http://www.youtube.com/watch?v=2Kf7sDme9VU&feature=related
• Blogs
• Podcasts
http://www.youtube.com/watch?v=fVrBnynnCz4
28
Offering Incentives
• Bonus
– signing
– tenure
– year-end
• 401k match
• Relocation
• Vacations
• Flexible schedules
• Educational assistance
• Casual dress 29
Evaluating Recruitment
Effectiveness
• Time to fill
• Retention rates
• Cost per hire
• Number of applicants
• Job performance of
new hires
• EEO/diversity impact
30
Most Common Methods

HR Departments Job Seekers
Newspaper ads 96 95
Networking 95 95
Employee referrals 91 92
Internet 88 96
Employment agency 76 81
Walk-ins 76 62
Temp-to-hire 75 65
Head hunters 74 89
Job fairs 70 76
Ads in trade journals 67 78
Community organizations 55 63
Minority job fairs 51 42
Website job applications 49 90 31
% Rating Method as Effective

HR Departments Job Seekers
Networking 61 78
Internet job postings 58 48
Employee referrals 55 65
Head hunters 54 45
Newspaper ads 47 30
Website job applications 40 36
Ads in trade journals 37 37
Temp-to-hire 36 43
Employment agency 35 31
Job fairs 23 23
Job hotlines 22 19
Radio/TV advertising 21 15
Open houses 18 12 32
Why Recruitment Sources

Should Differ
• Informal sources provide realistic
job previews
• Different sources reach different
types of people
• Similarity of employee and
person referred
33
What are the most effective recruitment

methods you have seen?
34
Humor Break
Name Greg Bulmash
Sex Not yet. Still waiting for the right person
Desired position Company president. But seriously, whatever is available.
If I was in a position to be picky, I wouldn’t be applying
here.
Desired salary $185,000 a year plus stock options and a Michael Ovitz
style severance package. If that’s not possible, make an
offer and we can haggle.
Education Yes
Last position Target for middle management hostility
Salary Less than I’m worth
Most notable My incredible collection of stolen pens and post-it notes
achievement
Reason for leaving It sucked
Hour available to work Any 35
Preferred hours 1:30-3:30 p.m., Monday, Tuesday, & Thursday

Do you have any Yes, but they are better suited to a more intimate
special skills? environment
May we contact your If I had one, would I be here?
current employer?
Do you have a car? I think the more appropriate question here would be, “Do
you have a car that runs?”
Have you received any I may already be a winner of the Publisher’s Clearing
special awards? House Sweepstakes
Do you smoke? In the job no, on my breaks yes.
What would you like to Living in the Bahamas with a fabulously wealthy dumb
be doing in 5 years? sexy blond super model who thinks I’m the greatest thing
since sliced bread. Actually, I’d like to be doing that
now.
Sign here Aries
36
Structured Interviews
37
Interviews Differ in Three Ways

• Structure • Medium
– Unstructured – Face-to-face
– Structured – Telephone
• Style – Videoconference
– One-on-one – Written
– Serial
– Return
– Panel
– Group
38
Optimal Employee Selection Systems

• Are Valid
– Based on a job analysis (content validity)
– Predict work-related behavior (criterion validity)
• Reduce the Chance of a Legal Challenge
– Face valid
– Don’t invade privacy
– Don’t intentionally discriminate
– Minimize adverse impact
• Are Cost Effective
– Cost to purchase/create
– Cost to administer
– Cost to score 39
Unstructured Interviews are Not Optimal

• They are:
– Unreliable
– Not valid
– Legally problematic
• Because they:
– Are not job related
– Rely on intuition, “amateur psychology,” and talk show
methods
– Suffer from common rating problems
• Primacy
• Contrast
• Similarity
• Range restriction (e.g., leniency, strictness, central tendency) 40
Common Unstructured
Interview Questions
• Where do you see yourself five years from now?

• What are your greatest strengths?
• What are your greatest weaknesses?
• What subject did you most enjoy in college?
• Why should I hire you?
• Why are you interested in this job?
41
Top Ten Stupid

Interview Tricks
• A manager at Wells Fargo won’t hire MBA’s who take
more than 60 seconds to scan the menu at lunch
• A CEO wouldn’t hire applicants who salted their food
before tasting it
• Holiday Inn doesn’t hire applicants who smile less than
four times during the interview
• An HR professional wouldn’t hire applicants who didn’t
have the back of their shoes properly shined
• An auto insurance executive takes off points for education
– “I don’t want the valedictorian, I want the kid who sold
cigarettes in the bathroom.”
42
Top Ten Stupid

Interview Tricks
• An HR manager asked applicants about their favorite
book
• A town manager likes to leave the room, not come
back, and then wait to see how long an applicant will
wait
• An HR recruiter asks applicants, “If you could be any
animal, what would you be?”
• A local school superintendent won’t hire men with
hair in their ears
• Any interviewer who does not use structured
interviews! 43
What interview horror stories

have you heard about?
44
Structured Interviews are Optimal

• They are:
– Reliable
– Valid
– Not as prone to legal challenge
• Because they:
– Are based on a job analysis
– Ask the same questions of each applicant
– Have a standardized scoring procedure
45
Comparison
High Low
Structure Structure Study
Validity r = .57 r = .20 Huffcutt &

Arthur (1994)
Gender
Differences d = .00 d = .23 Huffcutt, et al
(2001)
Racial
Differences d = .13 d = .51 Huffcutt, et al
(2001)
46
Dirty Harry Tries His Hand at Interviewing

(The Enforcer – DVD segment 6)
http://www.youtube.com/watch?v=uPMrlox2ieE
47
Structured Interview Goals

• Understand the Applicant
– Clarify and confirm resume information
– Obtain new information
• Predict Job Performance
– Ask questions focused on past behavior
– Ask questions focused on knowledge and skills
– Ask questions focused on future behavior
• Predict Organizational Fit
– Use several interviewers
– Combine interview impression with test scores
• Sell the Organization to the Applicant
– Provide information about the position/organization
– Answer the applicant’s questions 48
Creating the Structured Interview

Steps
• Conduct a thorough job analysis
• Determine best way to measure
each KSAO
• Construct Questions
• Determine rating anchors for
each question
• Choose two or more members
for the interview panel
49

Conduct a Thorough Job Analysis
• Tasks performed
• Conditions under which they are performed
• KSAOs needed to perform the tasks
• When KSAOs are needed
– Before hire
– After hire
• Critical incidents of poor and excellent
performance
50

Determine Best Way to Measure
each KSAO
• Interview questions
• Psychological tests
• Simulations or job samples
• Reference or background
checks
• Training and experience
ratings
51

Construct Interview Questions
• Clarifiers
– Clarify resume information
– Seek missing information
• Disqualifiers
• Past focus (behavioral
description)
• Skill or knowledge focus
• Future focus (situational)
• Organizational fit focus
52
Examples of Clarifiers
• I noticed that you do not have an education
section on your resume, could you tell me about
your educational background?
• I noticed a three-year gap between two of your
jobs, could you tell me a little about that?
• You were a bench hand at AT&T. What is that?
• Why did you leave your job at McDonalds?
53
Examples of Disqualifiers
• Can you work at least one weekend a
month?
• Can you work overtime without notice?
• Do you have any felony convictions?
• Would you be willing to treat a patient with
AIDS?
• Do you have a valid driver’s license?
54
Examples of Past-Focused Questions

• When dealing with customers, it is inevitable that you are
going to get someone angry. Tell us about a time when a
customer was angry at you. What did you do to fix the
situation?
• The job of network engineer requires a good deal of
customer service. Tell us about your previous customer
service.
• This job involves persuading employees to follow our
safety rules. Tell us about a time in the past when you had
to persuade an employee to do something.
http://www.youtube.com/watch?v=Vvtm1GeYE6U&feature=youtu.be
55
Examples of Skill Determiners

• A customer brings you his check book and says that he
cannot get it to balance. What is he probably doing
wrong? How would you explain the error to him?
• A client calls and tells you that she has 10 computers in a
30’ by 100’ room and that she wants to network the
computers. What questions would you ask her? What parts
would you need to compile to complete the task?
• Several months after installing the above network, the
client calls and says that nothing will print on the printer.
What could be going on?
http://www.youtube.com/watch?v=PXZe23jaXRc&feature=youtu.be
56
Examples of Future-focused Questions

• Suppose that you were scheduled to work on Saturday. A
friend calls on Thursday and says that you get to use a condo
at the beach for free—but it has to be this weekend. What
would you do?
• Imagine that you told a client that you would be there at 10:00
a.m. It is now 10:30 and there is no way you will be finished
with your current job until 11:30. You are scheduled to meet
another client for lunch at 12:00 and then be at another job at
1:15. How would you handle the situation?
57
Examples of Organizational-Fit
Questions
• Under what type of supervisor do you work best? Is
there a type of supervisor for which you have trouble
working?
• What type of work pace is best for you?
• Describe your sense of humor?
• Describe your experience working with a culturally
diverse group of people.
58

Construct Rating Anchors
• Correct/Incorrect Approach
• Typical Answer Approach
• Key Issues Approach
59
Sample Question
You are working as a teller and have a long line
of waiting customers. A customer runs to the
front of the line and yells that he bounced a
check and was charged $20, which caused other
checks to bounce. He then swears at you and
tells you that he will not leave until the problem
is solved. You are unable to check on his
account because the computer is down. What
would you do?
60
Typical Answers Scoring

5. Because I do not have the information and the line is
long, I would call my supervisor and have her talk to the
customer in her office away from everyone else
4. While trying to calm him down, I would call my
supervisor
3. I would try to calm him down and explain to him that the
computer is down
2. I would explain that I cannot help him because the
computer is down, and ask him to come back later
1. I would tell him to get to the end of the line and wait his
turn
I would ignore him until he went away 61
Key Issues Scoring

___ Acknowledged the long line and concern for
other customers
___ Recognized the need to calm the customer
___ Recognized the need to get the customer
away from the other customers
___ Recognized that help could not be immediately
given because the computer was down
___ Was not confrontational with the customer
62
Conducting the Structured Interview

Choose Interviewers for Panel
• Use at least 2 interviewers
• Consider gender and race
representation
• Consider best format
– Panel interview
– Multiple interviews
63
Conducting the Structured Interview

Interviewing Applicants
• Build rapport
• Explain the process and the agenda
• Ask the questions
• Score the answer and take notes after each question
• Provide information about the job and the
organization (e.g., salary, benefits, climate)
• Answer interviewee’s questions
• End the interview on a pleasant note
64
After the Interview

• Keep all interviewees informed of your progress
• Tactfully reject the applicants who are not hired
• Document, document, document
65
Resumes and Cover Letters
66
Views of Resumes
• A history of your
life
• An advertisement
of your skills
67
Characteristics of
Effective Resumes
• Attractive and easy to read
– white space
– font
• Does not contain typing,
spelling, or factual
mistakes
• Makes the applicant look
as good as possible
68
General Considerations
• Length
• Paper color and type
• How it will be sent
– mailed
– faxed
– scanned
• Job objectives
69
Problems with Job Objectives
• Limit job opportunities
• Take-up valuable space

and reading time
• Are difficult to write
70
Types of Resumes
• Chronological
• Functional
• Psychological
71
Important Psychological
Principles
• Primacy
• Priming
• Short-term memory
• Relevancy
• Negative information bias
• Unusualness
• Anderson’s adding versus
averaging principle
72
Anderson’s Averaging Versus

Adding Principle
• Ted Gacy • John Bundy
– Smart +3 – Smart +3
– Fun +3 – Fun +3
– Motivated +3 – Motivated +3
– Well-dressed +2
– Sum 9.0 – Sum 11.0

– Average 3.0 – Average 2.75
73
Sample Professional Strengths

• Highest degree
• Work experience
• Computer skills
• Other skills
• Languages spoken
• Leadership experience
• International travel
• Personal traits
74
Sample Highlights
• Minor or concentration
• GPA (overall, major)
• Clubs
• Leadership positions
• Community service
• Worked to finance
education
• Internships
75
Professional Experience
• Include all relevant jobs
• Can include
– internships
– volunteer work
• For each job, include
– dates
– duties
– level of performance
– reason for leaving
76
Cover Letters
77
Cover Letter Paragraphs

• Opening Paragraph
– Here is my resume
– This is the job I am applying for
– This is how I know about the job
• Second Paragraph
– I am qualified
– Here is why
• Optional Paragraph
– Why your organization?
• Last Paragraph
– Looking forward to hearing from you
– Here is how to reach me 78
Opening Paragraphs
Advertisement in Newspaper
Enclosed find a copy of my resume. Please consider me for
the sale associate position that was advertised recently in the
Charleston Gazette.
Blind Application
any sales-related positions that are either now available in your
organization or may soon become available
Referral from a Friend

the sales associate position that John Anderson—a friend and
AT&T employee—told me was now available 79
General Points
• Keep to one page • Avoid curse words
• Don’t beg and insults
• Avoid sounding • Don’t rehash your
desperate resume
• Avoid grammar and • Don’t bad mouth your
spelling errors former employer
• No officious words or • Tailor your letter to
phrases each company
• No personal • Direct to a particular
circumstances person
80
April 18, 2012
Mr. John Smith

Alco, Inc.
217 West Street
Johnson, VA 24132
Dear Mr. Smith:
Enclosed find a copy of my resume. Please consider me for the position of welder
that was advertised in the Roanoke Times and World News.
I believe I am qualified for your position. I have six years of welding experience in
an industrial setting. Furthermore, I am a very dependable worker as shown by the
fact that I have only missed two days of work in the last five years. Finally, I am
available to work any shift at any of your three plants.
I look forward to hearing from you. I can best be reached after 3:00 p.m.on
weekdays and anytime on weekends.
Sincerely,
81
Andrew S. Jones
Disastrous Openings
Cover Letters That Were Never Read
• Dear Dave,
I call you that because I feel I’ve known you for years.
• Dear Mr. Todd:
As Rod McKuen said so beautifully….
• Dear Mr. Todd:
I would like to aply for the position of editoral asistent
• Dr. Mr. Todd:
I have always dreamed of being a writer.
• Dear Mr. Todd:
My mother told me I should …
82
• FLASH!
Judy Carson is coming to Nashville and …
• Dear Mr. Todd:
The Bible tells us “See and ye shall find.” So I am seeking ….
• My dear Mr. Todd:
While vacationing on the Continent (a delightful time!), it
occurred to me that…
• Dr. Mr. Todd:
Your company appears to be violating the Equal
Opportunities Amendment and to help you rectify the
situation, I would like to…
• Dear Mr. Todd:
Your company needs help …
• Dear Mr. Todd:
You don’t know me, but … 83
Applied Case Study: Recruitment at the

Borgata Hotel Casino and Spa
84
Focus on Ethics
Ethical Communication
85

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Recruiting and Interviewing

How did you find out about your

Effective Recruitment Methods

Recruiting a Diverse Workforce

AVAILABLE: Good tasting soda. Consumers

Newspaper Employment Ads

Newspaper Employment Ads

Former Marijuana Smuggler

Business Experience: Owned and operated a successful fishing business – multi-vessel,

Attributes: I am an expert in all levels of security: I have extensive computer skills, am

Toronto Financial Post, Friday, February 23, 2001 18

Point of Purchase Methods

Employee Referral Programs

Employee Referral Programs

Employee Referral Programs

Direct Mail Recruiting

Direct Mail Success Stories

Most Common Methods

% Rating Method as Effective

Why Recruitment Sources

What are the most effective recruitment

Preferred hours 1:30-3:30 p.m., Monday, Tuesday, & Thursday

Interviews Differ in Three Ways

Optimal Employee Selection Systems

Unstructured Interviews are Not Optimal

• Where do you see yourself five years from now?

Top Ten Stupid

Top Ten Stupid

What interview horror stories

Structured Interviews are Optimal

Validity r = .57 r = .20 Huffcutt &

Dirty Harry Tries His Hand at Interviewing

Structured Interview Goals

Creating the Structured Interview

Creating the Structured Interview

Creating the Structured Interview

Creating the Structured Interview

Examples of Past-Focused Questions

Examples of Skill Determiners

Examples of Future-focused Questions

Creating the Structured Interview

Typical Answers Scoring

Key Issues Scoring

Conducting the Structured Interview

Conducting the Structured Interview

After the Interview

Resumes and Cover Letters

Problems with Job Objectives

• Limit job opportunities

• Take-up valuable space

• Are difficult to write

Anderson’s Averaging Versus

– Sum 9.0 – Sum 11.0

Sample Professional Strengths

Cover Letter Paragraphs

Referral from a Friend

Mr. John Smith

Dear Mr. Smith:

Applied Case Study: Recruitment at the

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