[IPAC-List] Using a combination of interview media

[RPClare at aol.com]

If we have not determined the need for other than specific responses to  
questions presented, there is no need to ever see the candidate until hired. 
The  use of costly interviews, however conducted, for positions that do not  
consider abilities that are less objectively measured such as confidence,  
leadership, communications, etc. is a waste of money and resources.  The  
"magic" of our science is to find ways to "objectively" assess characteristics  
that do not lend themselves to objective measurement.
 
 
 
In a message dated 3/13/2013 2:16:37 P.M. Eastern Daylight Time,  
gburcaw at cps.ca.gov writes:

 
If we feel the need  to see, or sit in a room with, a candidate, we are 
probably going beyond the  KSAs we intended to assess in the interview.  If we 
use non-verbal cues  to assess candidates in a selection process, we should 
have an objective  method for doing so.  In other words, have we identified 
the specific  physical behaviors that would indicate possession of 
attributes necessary for  successfully performing the job, as identified through a 
job analysis?   And have we established criteria –levels, benchmarks, etc., 
that will allow us  to evaluate these behaviors objectively across all 
candidates?   Generally, the answer to these questions is no, and we generally aren’
t too  concerned because we are only looking for cues that indicate a 
particular  candidate is not acceptable.  If we have two otherwise 
equally-qualified  candidates, but one “seemed nervous,” or “didn’t present themselves 
well,” or  didn’t make eye contact, does that mean the candidate lacks some 
attribute  necessary for success on the job, or is less qualified than the 
other  candidate?  Quite possibly; but our process for establishing the link  
between that attribute and important job behaviors must be rigorous and 
fully  documented. 
Geoff  Burcaw 
CPS  HR Consulting 
_www.cps.ca.gov_ (http://www.cps.ca.gov/)  
 
 
From:  ipac-list-bounces at ipacweb.org [mailto:ipac-list-bounces at ipacweb.org] 
On  Behalf Of RPClare at aol.com
Sent: Wednesday, March 13, 2013 10:17  AM
To: Glen.Morry at rcmp-grc.gc.ca;  ipac-list at ipacweb.org
Subject: Re: [IPAC-List] Using a combination  of interview media

 
I am  responding intuitively. I believe that interviewers in face-to-face 
collect  more non-verbal info that would come into their decision-making 
process,  technology-assisted (Skype?) interviews also provide some of the 
non-verbal  but not as great since the visual field is limited tor 
face/face-shoulders.  Phone interviews offer the least non-verbal cues. If you have a 
multiple  interview process, I would use phone interviews for all candidates to 
keep the  process as level as possible. Once the field is narrowed, I would 
use  technology-assisted but offer candidates the option to appear for a  
face-to-face (on their own dime). We don't reimburse local candidates for  
mileage and parking. I would then try to "sensitize" the interviewer(s)  
regarding the possible differential impact non-verbal communications may have.  As 
an interviewer, I would want to see and interact with candidates.but we  
have to recognize the ROI involved. Historically, we would have either brought 
 them in or merely done phone interviews without another thought. 
Technology  offers another option and helps us realize the differences. 
Unfortunately,  most public sector jurisdictions would reject distant candidates if their 
only  option was to spend the money. Also, most managers would not want to 
forgo  face-to-face to level the field for distant candidates and would 
probably  limit themselves to local candidates if they couldn't have 
face-to-face with  local candidates. 
 

 
 
In a  message dated 3/13/2013 12:50:48 P.M. Eastern Daylight Time, 
_Glen.Morry at rcmp-grc.gc.ca_ (mailto:Glen.Morry at rcmp-grc.gc.ca)   writes:

 
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
 
RCMP


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