[IPAC-List] Using a combination of interview media

Partain, Steven C. Steven.Partain at tvfr.com
Wed Mar 13 14:09:11 EDT 2013

Hmmm . . . really? Assuming you utilize a video connection (e.g., Skype) so that you have pretty much the same auditory and visual communication cues, what format differences are really relevant? The handshake quality? Dress shoes versus sneakers? Maybe . . . .

I would think any inappropriate variance in the evaluation results would be more a symptom of poor management of the evaluators (filtering out irrelevant information) rather than the communication medium itself. Seems manageable to me.

Just thinking out loud on this . . . .

Steven Partain | HR Manager
Tualatin Valley Fire & Rescue
Direct: 503-259-1292

From: ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Kelly Sorensen
Sent: Wednesday, March 13, 2013 10:33 AM
To: Glen Morry
Cc: ipac-list at ipacweb.org
Subject: Re: [IPAC-List] Using a combination of interview media

Hi Glen,

Because there are demonstrated differences in performance depending upon the format used, you should insist that all interviews be conducted in the same format. If you are doing phone interviews for non-local candidates, you should use phone interviews for all candidates.

While I don't know if there have been challenges to this specific issue, there would certainly be grounds for challenge.

On Wed, Mar 13, 2013 at 12:30 PM, Glen Morry <Glen.Morry at rcmp-grc.gc.ca<mailto:Glen.Morry at rcmp-grc.gc.ca>> wrote:
Hi -

I have a question about what to do in a situation where interviews for the same job might need to be done using different "media" - i.e. some will be face-to-face, while others will be via telephone or video-conference (because of travel costs, timing, or other logistical considerations). All candidates would be internal, but possibly from across the country.

Bearing in mind that the (limited) research indicates there may be differences in how effectively interview information is gathered, as well as how ratings may be affected based on whether it is a face-to-face or a "technology-assisted" interview, should we insist that the same approach be applied for all candidates (so even local candidates would get a phone interview, for instance)?

Are there grounds for candidates to challenge a hiring decision, based on their apparently being disadvantaged by having gone through a different format of interview than the other candidates?

Glen Morry

IPAC-List at ipacweb.org<mailto:IPAC-List at ipacweb.org>

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