Structured Interview Protocol

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London Graves 6/20/2014

The University of Oklahoma

STRUCTURED INTERVIEW PROTOCOL FOR HUMAN RESOURCES MANAGER POSITION

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Preparation for Interview

In preparation for conducting the interview process, there are few things to

establish. These things include:

Conducting a job analysis and look at the job description. Then

determine the skills and performance needed for the position.

Developing the questions and select the ones to be asked of each

candidate.

Creating a rating scale that will be used for all candidates.

Training of the interviewers.

Copy the handout provided to be handed to each candidate before the

interview begins.

Atmosphere and dynamics of the interview Things to keep in mind for this interview include:

Each interview time will be approximately 45 minutes.

Each interview will be conducted by the same interviewers. The panel of

interviewers will consist of one subject matter expert, and one co-worker of

the position.

Ask the same questions to each candidate

Interviewers are required to take intensive notes during the interview.

Things to note besides answers to questions include: appearance,

personality, communication effectiveness, and time management of

questions.

Do not allow candidates to ask job related questions until the last 15

minutes of the interview.

Do not discuss candidates or their answers in-between interviews.

All questions will be based on the job analysis.

The atmosphere of these interviews will be set in a quiet room within the Human

Resources Department on the Norman Campus. The room must have a window to

let in natural sunlight. The room will be bright and cheerful as well. This allows for

the candidate to feel most at ease and allow them to feel comfortable to express

themselves.

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Interviewer Training

As stated above the panel of interviewers for each interview session will

consist of, one subject matter expert and one co-worker of this position. Both of

these people will be chosen by the direct supervisor of the Human Resources

Manager position. These two people will also be extensively trained by the

supervisor. Training will teach the interviewers how to ask questions using

probes, how to rate each candidates answers, understanding the job specific

requirements of this position, how to avoid errors in the rating of answers, and

ensuring equal opportunity employment of the candidate though discrimination

avoidance training. The training will be conducted in person with the supervisor,

and also through online classes they will need to complete. Once the training is

completed these two people will be the only people to conduct the interviews.

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Rating Scale for Each Question The rating of each question will be done on a 5-1 scale as follows:

Rating Number What the answer must include

5

Candidate answers the question in an ethical way. He/She answers the question fully and in detail that shows knowledge and the skills about information asked. He/She displayed effective communication, and is easily understood. Maintained eye contact while answering the question. He/She is courteous in the way when discussing sensitive material.

4 3

2

1

Candidate was hard to understand. Did not maintain eye contact with the interviewers. He/She was not courteous when asked questions that involved sensitive material. He/She gave no detail about his/her answer and was reluncted to give examples. He/She was very short and abrupt in his/her answers.

Rating of each answer must be done immediately following the interview.

Please take about 20-30 minutes to rate the candidate. Do not discuss your

rating with the other interviewer at this time. Wait to do so until all

interviews for this position have been completed.

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Handout to Candidate

Hello Candidate,

We are pleased to meet with you today! This page will give you

some information about our interview process. We will shortly come

out and direct you to the interview room, so while you wait please look

over this document.

The interview today will be approximately 45 minutes in length.

The first 30 minutes we will ask you a set of predetermined questions.

These are the same questions all other candidates will be asked for this

position. We will also rate all candidate answers according to the same

rating scale. The questions are also asked by the same two interviewers

that will conduct all of the other interviews for this job position. These

questions are about your past experiences and qualifications and how

you have dealt with various situations. Please answer these questions

truthfully and with as much detail as you can provide. In answering the

questions, you may describe work, family, or social situations and how

you handled them. We would like you to tell us what you did in each

situation, even if it was a team effort. If you have any questions or

concerns with the set questions we have selected please feel free to

ask us.

The last 15 minutes we have set aside for you to ask us questions

about the job, duties, or organization. We ask that you hold all of these

questions until this time.

- Good Luck!

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Question Set Candidate Name:

Interviewers:

Date: Time:

1) What do you believe is the role of the HR department in

relation to the mission, vision, and strategies of the business?

Rating: _______

2) What would you measure to determine whether the HR

department was doing an effective job for the University?

Rating: ______

3) What do you think are the most important roles of the HR

department in relation to employees at the University?

Rating:_____

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4) What is the role of the HR department in creating the

University’s work environment for people?

Rating:_____

5) If you were the decision maker, what programs would be your

priority at the University?

Rating: _____

6) Thinking back over your college years and your job

experiences, have you ever helped to initiate a change? What

was the change, and what was your role in making the change

happen?

Rating:_____

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7) How do you typically react when change is introduced that you

had no part in identifying the need for or planning? Would you

describe yourself as a willing participant or an early adopter?

Please provide an example.

Rating:_____

8) You discover that a human resource department employee is

discussing confidential information with employees outside the

department. Explain the steps you would take to address this

issue.

Rating:_____

9) Describe the system you use for prioritizing human resource

projects. What human resource discipline do you believe drives

the department focus?

Ratings:______

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10) Explain how you motivate your human resource department

employees, and how you assist them with reaching their

professional development goals.

Ratings:_____

11) An employee from another department is dissatisfied with

her performance appraisal. She has appealed to her supervisor

to no avail and is now asking for your assistance. Explain how

you would handle the employee’s concern.

Rating:_____

12) You have been selected to deliver a presentation to

executive leadership on behalf of human resources playing

more of an integral role in the business operations. Name three

points you would use to convince your audience to allow

human resource at the board table.

Rating:_____

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13) Recall a time when you had to make a difficult decision that

involved either a disciplinary action or a termination. Tell us

how you handled the matter, and any follow-up issues.

Rating:_____

14) Describe the sexual harassment training you deliver to

employees, including how you capture the attention of

employees who do not understand the seriousness of sexual

harassment or other unfair employment practices.

Rating:_____

15) Explain how you would handle a notice of audit from the

Office of Federal Contract Compliance Programs, and, if

necessary, how you would negotiate the terms of a conciliation

agreement.

Rating:_____

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16) You recently made an unpopular decision that can

potentially impact a large segment of the workforce. What

steps do you take to explain your decision and rephrase the

decision in a way that has a more positive tone for employees?

Rating:_____

17) Provide your method for administering an employee opinion

survey and how to interpret the results. What would be the

goal of your employee opinion survey, with your knowledge of

this company?

Rating:______

18) Tell me what you like the most/least about your current or

most recent job.

Rating:_____

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19) Describe a situation where you met resistance when

introducing a new idea to your work group and how you

worked through it.

Rating:_____

20) Tell me your top two strengths and an area where you feel

you need the most improvement.

Rating:_____

21) What would you do if someone in management asked you to

do something unethical?

Rating:_____

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22) Tell me about your career goals – 5 year/10 year goals:

Rating:_____

23) List the steps you would take to make an important decision

on the job.

Rating:_____

24) Why are you interested in this position at OU?

Rating:_____

Total Rating:_______

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Candidates Overall Rating=_________

Structured Interview Protocol

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