Ability, 142

Achievements, 20

Activities, 111

Advertisement

budget, 35

checklist, 36

drafting, 36–38

finding and attracting candidates, 33–35

options, 34–35

potential candidates, 33, 34, 37

Advertising vacancies, 144

Agencies, recruitment, 34

Analytical skills, 93–95

Annotate, 44

Applicants, 154

closing statement, 22

competencies, 20–21, 24–25

experience, 20, 23

personal details, 20, 23

qualifications, 25

references, 21–22, 25–26

technical skills, 21

Application form, 16, 19, 26, 46, 154–156

Artificial intelligence (AI), 42

Assertive interruption, 70–72, 74

Assessment

doing the job, 111–112

exercises, 108–110

group exercises, 110–111

presentations, 107–108

tests, 112–113

video interviewing, 105–107

Assessment center, 16, 108, 138

Attraction, 143–144

Balanced, Objective, Observed, Specific and Timely (BOOST), 118–119

Behavior description interviewing, 2–4, 6, 9, 85

Behaviors, 142, 146

Bias types, 46–50

Blasko, Jozsef, 49

Blended interviews, 147

Blind recruitment, 49, 145

Candidates

ability, 8

feedback, 119

potential, 33, 34, 37

responsibility, 66

right, 100–102, 144–148

strength, 7

successful, 115–116

type of, 35

unsuccessful, 117–119

Case studies, 109

Chairperson, 64–65, 76

Clarification, 90

Closed questions, 86–87

Closing statement, 22

Collective stage, 41, 44–45

Communication, 24

Communication styles, 133–134

Competency-based interviewing, 3

Competency/competencies, 15, 18–21, 24–25

Completing the process, 119–120

Confidentiality of information, 30

Confirmation bias, 47

Content level interventions, 75

Conversation management, 79–81

Corporate culture, 132–133

Critical incident, 3

Cross-national advertising, 136

Cultural awareness training, 137

Cultural differences, 133–135

Cultural environment,
132–133

Culture and values, 127

Curriculum Vitae (CV), 19, 46

Customer relations, 24

Decision-making process, 109

Degrees of formality, 134

Discussion group, 111

Diversity, 154

Doing the job, 111–112

Drucker, Peter, ix

Edison, Thomas, 3

Effective induction, 123

Eiffel Tower culture, 132

Empathy, 80–81

Employer references, 117

Engagement, 6

Environmental concerns, 105

Environment, interview, 53–55

Equality, 154

Evidence, 93–95

Evidence-based interviewing, 3

Exercises, 8, 108–110

Experience, 15, 17–18, 20, 23, 143, 155–156

Eye contact, 134–135

Face-to-face interview, 107

Facilities, 126

Family culture, 132

Feedback, 51, 118–119, 130

Fernández-Aráoz, Claudio, x, xi

Financial awareness, 25, 46

First impression, 72–73

Focusing on the wrong criteria, x–xi

Follow-up action, 120

Formal interview environment, 54, 55

Formal organizational culture, 124

Gamification, 147

Gift giving, 135

Good question, 135

Graduates, 136–137

Graphology, 137

Group exercises, 110–111

Group induction, 129–130

Groupthink, 48–49

Groysberg, Boris, x, xi

Guided missile culture, 132

Halo effect, 46–47, 72

Handshake, 134

Headhunting, 135

Health and safety, and compliance, 125–126

Highlight, 43

Hollingsworth, H. L., 3

Horns effect, 47, 72–73

Hypothetical answers, 86

Hypothetical questions, 85–86

Inadequate processes and systems, xi

Inadequate training, xii–xii

Incubator culture, 132

Individual assessments, 98–99

Individual exercises, 109–110

Individual stage, 41, 43–44

Induction

benefits, 123, 127

culture and values, 127

evaluation, 130

facilities, 126

formal and informal organizational culture, 124

group, 129–130

health and safety, and compliance, 125–126

learning and development, 128

organizational information, 126

pay and remuneration, 124

pitfalls, 128–129

policies, 127

pre-employment, 125

role-specific information, 127

Ineffective recruitment, ix–xii

Informal interview environment, 54–55

Informal organizational culture, 124

Initial sift, 41–43

International graduate programs, 136–137

International recruitment

assessment centers, 138

cross-national advertising, 136

cultural differences, 133–135

cultural environment, 132–133

headhunting, 135

international graduate programs, 136–137

interviews, 137

online recruitment, 136

psychological testing, 138–139

questions, 131–132

Internet, 34, 136, 143

Interruption, assertive, 70–72, 74

Interviewing Skills Flow Chart, 67

Interview/interviewing, 16, 137, 146–147

analytical skills, 93–95

assertive interruption, 70–72

behavior description, 2–4, 6, 9

closing the, 76–77

control of, 73–74

conversation management, 79–81

individual assessments, 98–99

listening skills, 88–91

model answer-based, 4–6, 9

note-taking skills, 91–93

panel discussion, 99–100

panel member, 56–57

pitfalls and measures, 72–76

planning, 57–58, 161

preparation sheet, 60, 162

questions, 59, 82 (See also Questions)

rapport building, 65–66

ratings, 100, 164

record sheets, 92, 163

right environment, 53–55

selection process, 100–102

starting an, 63–65

strengths-based, 6–7, 9

timekeeping, 60

timetable, 56, 160

tracking, 66–70

video, 105–107

Interview room, 64

In-tray exercise, 109

IQ test, 112, 113

Janz, Tom, 4

Job

competency, 15, 18–21, 24–25

description, 11–13, 152

interview, 3

knowledge to, 14

Knowledge, 14, 17, 20

Lack of planning, x

Lead competency, 42

Leading questions, 87–88

Learning and development, 128

Limiting questions, 87

LinkedIn, 144

Listening, 69–70, 88–91

Model answer-based interviewing, 4–6, 9, 85, 86

Multiple questions, 88

Neuro Linguistic Programming, 74–75

Nohria, Nitin, x, xi

Note, 44

Note-taking skills, 91–93

Notice the first thought, act on the second, 48

Notification, 51–52

Offer letters, 116

O’Leary, Michael, x

Online recruitment, 136

Open-ended questions, 82–83

Open probing questions, 83–85

Open questions, 89

Organizational culture, 134

Organizational information, 126

Panel discussion, 99–100

Panel member, 56–57, 76, 89

Panel member rating form, 26–28, 157

Panel rating form, 28–30, 158–159

Pay and remuneration, 124

People management, 21, 24

Performance, 6

Personal details, 20, 23, 154

Personality test, 112

Person specification, 13–19, 153

PIE approach, 85

Planning recruitment, 1–2, 9

behavior description interviewing, 2–4, 6

exercises, 8

model answer-based interviewing, 4–6

presentations, 8

strengths-based interviewing, 6–7

tests, 8

video interviews, 8

Practical exercises, 111

Pre-employment, 125

Prejudices, 73

Preparation, 107

Presentations, 8, 107–108

Psychological testing, 138–139

Psychometric test, 112

Qualifications, 14, 17, 25

Questions/questioning, 82, 131–132, 135

closed, 86–87

hypothetical, 85–86

interview, 59

leading, 87–88

limiting, 87

multiple, 88

open-ended, 82–83

open probing, 83–85

RAILS. See Relevance, Attributable, Indicative, Level and Specific (RAILS)

Rapport building, 65–66, 80–81

Rating scale, 100, 102

Reactions, 90–91

Reciprocity, 80

Recorded interviews, 106

Record keeping, 119–120

Recruitment agencies, 34

References, 21–22, 25–26, 116–117, 156

Reflecting, 90

Relevance, Attributable, Indicative, Level and Specific (RAILS), 98–99

Resource constraints, 105

Respect, 80

Responses to questions, 135

Reviewing, 120–121

Right candidates, 143–144

Role

allocating, 92

requirements for, 141–143

Role play, 109–111

Role-specific information, 127

Selection process, 100–102

Sequencing, 81

Shaking hands, 134

Sifting process, 41, 144–145

bias types, 46–50

collective stage, 41, 44–45

effective, 45–46

individual stage, 41, 43–44

initial sift, 41–43

notification, 51–52

problems, 50–51

Situational interviewing, 3, 4

Situation, Task, Actions and Results (STAR) criteria, 5

Six Honest Serving Men (Kipling), 69

Skill/aptitude test, 112

Skype, 106

Smart appearance, 134

STAR criteria. See Situation, Task, Actions and Results (STAR) criteria

Stereotypes, 73

Storage of forms, 30

Straightforward language, 81

Strengths, 142

Strengths-based interviewing, 6–7, 9

Structured interviews, xi

Successful candidate, 115–116

Successive contrasting bias,
47–48

Success profiles, 142–143

Summarize, 89

Superficial listening, 89

Supportive, 81

Tasks and workload, 25

Technical skills, 21, 143

Technology, 105, 144–147

Tech speak, 143

TED approach, 82

TED questions, 67–68

Tests, 8, 112–113

Timekeeping, 60

Tracking, interview, 66–70

Transference, 47

Unconscious bias training, 48

Unsuccessful candidates, 117–119

Upset, 75–76

Use, 6

Verbal offer, 115–116

Video conferencing, 147

Video interviewing, 8, 105–107

Video suites, 106

VOIP services, 106

Why does Recruitment Fail? (O’Leary), x

Work patterns, 105

YouTube, 35