Interview
The interview is a versatile tool allowing the exchange of information about the recruiting organization (promotion), the position available, and the relevant skills and abilities of the applicant (selection).
This is a chance to see how the applicant reacts during stressful situations, determine their self opinion and determine whether or not the personality and abilities will compliment the existing organization.
The interviewer must structure the interview in such a way as to allow decisions based on principles of fairness, equality and a non discriminatory process. Applicants should be interviewed separately except in cases where teamwork is to be assessed. Another way to ensure fairness is to use prepared questions and to paraphrase answers to clarify understanding of responses given. The applicant should be scored on the depth of their knowledge on a relevant subject based on the knowledge demonstrated through his/ her answer. For this reason it is suggested that interviewers use open ended and multi faceted response interview questions. A simple "yes" or "no" while easy to score does make it difficult to assess one's depth of knowledge on any particular subject.
One of the common trends in interviewing today is the use of behavioural or situational questions to determine how an applicant has in the past and will in the future react to certain situations relevant to the position. Questions such as "If in the past a situation occurred how you did handle it?" are quite useful in determining self confidence and the ability to problem solve. Please see a list of sample questions on the following page.
As with the application forms, there is information you do not wish to ask. Questions around heritage, sexual orientation, family status, age, and disabilities are not to be asked. To minimize the risk of discriminatory hiring practices it is often helpful to have more than one person conduct the interview. This allows a decision based on more than one person's opinions. Many large organizations keep interview notes and scoring sheets in a file with the applications for a period of two years or more.
Interview Tips
- Record impression of interview participant including appearance, interaction with interviewer, strengths, and weaknesses.
- Structure the interview- Be certain that you are giving information as well as getting it.
- Make certain you are not interrupted. Forward your phone, turn off cellular phone, keep door closed, turn off computer, and remove any distractions from the room where possible.
- Make certain the site of the interview is clean, comfortable, and accessible.
- Evaluate each interview participant individually.
- Allow 15 to 20 minutes for note making at the end of an interview.
- Allow 10 minutes for questions from the participant.
- If you feel uncomfortable about something the interviewee said, record it.
- Do not waste time.
- Do not talk too much. Periods of silence can provide an opportunity to determine the confidence level of the interview participant.
- Answer questions honestly but tactfully.
- Use open ended questions.
- Paraphrase to be certain that you have understood what was said.
- Use prepared questions (so that each interview participant gets an equal chance).
- Appear interested. Use nods, eyes and posture to show that you are listening.
- When using behavioural questions on past experiences, be certain to take down where it occurred so that you may verify this information.
- Don't rush
Sample Interview Questions
- Name three of your strengths/ weaknesses.
- What would your employer say if asked what your greatest strength is? What would you say is your greatest strength?
- If you were in the local CAP site and someone was accessing pornography, what would you do?
- What style of management suits you best. What style of leadership would you like to work with?
- What job did you like best? Which aspects of that job appealed to you?
- Describe your favourite manager. Describe your least favourite manager.
- Describe your ideal volunteer position.
- What do you feel would be the most important qualities for this position?
- Why are you interested in Volunteering? Why this site?
- Describe a situation at work that made you angry. How did you handle it?
- What do you do in your leisure time? Do you feel that you would be able to incorporate these activities in nyour experience with the C@P site?
- What training would make you feel more comfortable in this position?
- Are you someone who prefers to work alone? In groups?
- What frustrates you?
- What motivates you?
- Do you have any questions about the position? Organization?
- Tell me about yourself.
- What do you know about C@P?
- What do you know about our organization?
- Tell me about a time when you had to enforce a policy. How did you do it?
- Why do you want to Volunteer?
- Why do you want to Volunteer for this organization?
- Give me a definition of a (insert position title here).
Suggested web sites:
http://charitychannel.com/article_4514.shtml
http://interview.monster.ca/
http://www.workopolis.com/content/resource/usablenews/interview.html
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