Structured Interviews: Interviewing the Right Way to Avoid the Wrong Hire

We’ve all seen it happen – the pleasant and articulate candidate that checks all the boxes during the interview process; they are confident, demonstrate a range of qualities desired for the position and have effective interpersonal communication.  However, once selected they present differently than anticipated. The candidate who seemed to know all the technical concepts in the interview lacked the ability to apply them on the job. One of the reasons may be your interview process itself. As HR Professionals, one of our most critical responsibilities is helping hiring managers identify and hire top talent. While there are many different selection tools available to you, one of the most reliable methods is the structured interview process.

The academic research over the last two decades has documented increased predictive validity and reduced adverse impact when structured interviews are part of the selection process.

Having a solid interview guide is not enough – this interactive one day workshop focuses on the key considerations in developing a well-designed structured interview process.  When the workshop is complete, participants should have the ability to further understand, integrate and utilize the following learn about:

Face validity

Developing behavior-based anchors

Working with job experts to develop questions and rating criteria

Training interview panel members

Common rater biases

Interview administration best practices

 

PRESENTER:

Clinton Kelly, Ph.D. is currently a Principal Consultant with ioPredict, a consulting firm based in Rocklin, CA. He was previously employed by Biddle Consulting Group, Inc. in Folsom CA as a Senior Consultant and has more than 12 years of experience conducting job analyses and developing and validating examinations used for employee selection and licensure/certification for private and public sector organizations. His experience has included the design and administration of content validation studies including job analysis, criterion-related validation studies, test content development (e.g., written tests, performance tests, interviews, and non-cognitive assessments), writing technical reports, and performing specialized research related to test construction and validation. He has provided technical guidance to clients in test design, use, and analysis as well as conducted psychometric analyses to assess exam and item fairness and functioning. Clinton is also a lecturer at California State University, Sacramento and teaches undergraduate courses in Industrial/Organizational Psychology. He holds a Master’s degree in Industrial and Organizational Psychology from California State University, Sacramento and a Doctorate in Applied Social Psychology from Brigham Young University.  Previous to Biddle Consulting Group, Clinton held consulting positions at CPS Human Resource Services (5 years) and PSI (4 years).

 

Early registration (by November 29, 2019):
$175/WRIPAC member or $225/non-members 

Regular Registration (after November 29, 2019):
$200/WRIPAC member or $250/non-members

**FREE Member Representative Registration

A benefit of WRIPAC membership is 1 free registration for new classes added to the WRIPAC training catalogue. If you work for a member agency, please have your primary representative contact the training committee chair, Tina Pruett at tina.pruett@hrd.cccounty.us, for a promotional code to claim your free registration! 

 

Register Now!