Employment Interviewing: Diverse Applicants Speak Out – Book 3

Structure and Style of the Interview Process and Questions

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Product Description

This third and final book in this series integrates diversity into the aspects of interviewing and hiring at a more structural level. This book focuses on questions that are asked during the interview, the manner in which they are asked, and diverse applicants’ perspectives on interviewers’ effectiveness in gaining the information they need. It emphasizes structural-institutional diversity issues as well as individual behaviors. Since it is often hard to separate what is related to diversity and what is related to interviewing skills, the quotes that the author selected for this book strongly illuminate many issues of interviewing, not just diversity issues.

The structure of the interview process and the style in which interview questions are asked affect the success of the entire recruiting, interviewing, and hiring process. This book discusses ways to make applicants comfortable so they open up and talk, techniques to allow applicants to have all of their questions answered so they can determine if the job is a good fit for them, and methods to strategically structure interview questions and a process to achieve diversity hiring goals.

Testimonial

“Great eye-openers!!  Lila’s books are unique in that they provide literal examples of interview situations that impact applicants in ways supervisors may not have ever considered.”
– Jennifer S. Evans-Hall, PHR, Staffing Manager, HR Department

Contents

Part One: Structure of the Interview and Interviewer’s Style

CHAPTER 1: STRUCTURE OF THE INTERVIEW PROCESS 

  • Organization and Communication of the Process
  • Interview Formats

CHAPTER 2: INTERVIEWER’S STYLE 

  • Showing Interest in the Applicant
  • Using a List of Interview Questions
  • Being Consistent with All Applicants

PART ONE QUIZ

Part Two: Structure and Style of Interview Questions

CHAPTER 3: COMMONLY-ASKED INTERVIEW QUESTIONS AND ALTERNATIVES

  • What is your biggest weakness?
  • What are your strengths?. . .
  • Why did you leave your last job?
  • Where would you like to be. . . five years from now?
  • Describe a time. . . what was the outcome?

CHAPTER 4: DEVELOPING STRUCTURED INTERVIEW QUESTIONS 

  • Sample Job Duties for a Supervisor Position
  • ­Case Study #1
  • ­Case Study #2
  • Sample List of Structured Interview Questions
  • Taking Notes During the Interview
  • ­Listening Attentively
  • Remaining Focused on Job Requirements

CHAPTER 5: ASKING ABOUT THE APPLICANT’S EXPERIENCE WITH DIVERSITY 

  • Example #1: Experience in Diverse Settings
  • Example #2: When Diversity Awareness Is Essential
  • Looking Beyond Work Experience

PART TWO QUIZ

Part Three: “Illegal” Questions and Other Potential Problem Areas

CHAPTER 6: PROTECTED CLASSES BY LAW 

  • Bona Fide Occupational Qualification (BFOQ)
  • Hiring Manager versus HR Generalist Perspectives

CHAPTER 7: SAMPLE “ILLEGAL” INTERVIEW QUESTIONS 

  • Sample “Illegal” or Culturally-Insensitive Questions

CHAPTER 8: OTHER POTENTIAL PROBLEM AREAS IN INTERVIEW QUESTIONS 

  • Innocent Questions That Could Land You in an Uncomfortable and Perhaps Legally-Sensitive Situation
  • Questions That Can Make Applicants Feel Like They Need to Lie
  • When Another Interviewer Asks an Inappropriate Question

PART THREE QUIZ

Part Four: Bringing Up Diversity in the Interview

CHAPTER 9: QUESTIONS THAT APPLICANTS HAVE ABOUT DIVERSITY 

  • Should Diversity Be Brought Up in an Interview?
  • Why and How Applicants Ask About Sensitive Issues
  • A List of Questions That Applicants Might Ask

CHAPTER 10: WAYS FOR INTERVIEWERS TO BRING UP DIVERSITY 

  • If, When, and How to Bring Up Diversity
  • Ways Not to Bring Up Diversity
  • Summary of Ways to Bring Up Diversity

PART FOUR QUIZ

 Part Five: Moving to Action

CHAPTER 11: ORGANIZATIONAL CULTURAL COMPETENCIES RELATED TO EMPLOYMENT INTERVIEWING 

  • Cultural Destructiveness to Cultural Incapacity
  • Cultural Blindness to Cultural Pre-Competence
  • Cultural Competence to Cultural Proficiency
  • Where Are Your Organization and Interviewers on the Spectrum?
  • Building Cultural Competencies for Organizations and Interviewers

CHAPTER 12: TIPS AND SUGGESTIONS FOR A DIVERSE WORKPLACE

  • Inclusive Recruiting Strategies
  • Internet Applicants
  • Inclusive Interviewing and Hiring Practices
  • Interview Team
  • Written Documents

QUIZ ANSWERS

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