Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies (2011)

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34 Informational Outline I. Objectives of the leadership job interview a. Convey information about the leadership role b. Provide the candidate with a realistic job preview c. Become familiar with candidate i. Establish rapport ii. Determine interests iii. Obtain/clarify information about work history d. Assess leadership competencies II. What is a fully structured interview? a. Should have standardization in terms of i. Content—predefined set of questions and prompts (ask same questions of all applicants) ii. Administration (same setting variables) iii. Interpretation of responses; scoring (clear and explicit rating scales) b. Questions must all be job-related (interview con- tent based on key competencies) c. Train interviewers on asking questions, probing, and scoring III. Why use structured interviews? a. Make better decisions when it comes to hiring, promoting, transferring i. More objectivity ii. More reliable information b. Minimize threats of litigation i. Objective, relatively unbiased data collection method ii. Focused on job-related knowledge, skills, abilities, interests, motivations, and other characteristics iii. Avoid non-job-related and risky questions iv. Will be seen as fair by applicants, selected lead- ers, etc. Process Protocol Pre-Interview 1) Establish key competencies and performance criteria (see Success Profile Template) 2) Select questions to be used in interview (have at least one question per competency and multiple questions for key competencies) Interview 1) Opening the interview • Build rapport/increase comfort levels • Prepare interviewee for what’s to come 2) Describe the job • Convey realistic job preview • Entice the candidate to the job • Clarify responsibilities and other information as needed 3) Begin competency-focused structured interview • Ask questions in order • Utilize standard prompts as needed • Record answers 4) Closing • Answer questions • Inform candidate about next steps • Assess candidate’s perceptions of the interview Post-Interview 1) Rate interview answers (immediate as possible) 2) Total applicant’s interview scores 3) Integrate scores with other information A P P E N D I X F Competency-Focused Structured Interviews (Information Outline and Process Protocol)