Interviewing and Hiring Models

Interviewing and Hiring Models.

Interviewing is a key element to bringing new talent into an existing team or in building a team from scratch. In addition to a candidate’s c.v, letters of reference and research statement, it can be extremely informative to buttress this information with an understanding of their values and concrete examples of past performance.

Values-based interview questions

This interviewing approach is designed to learn about the values of the candidate and to determine if they match those of the “ideal candidate”. The supervisor and work group identify the most important characteristics for the ideal candidate to have. They then select interview questions that will help them determine if the candidate has those values or characteristics of interest.

The key elements to using this approach include:

asking the candidate to expand on their answer or to give an example that illustrates their point,
letting the applicant do the talking while listening with complete attention, and
watching for verbal and visual clues from the candidate to determine how engaged they are in each topic and how important it is to them

Performance-based interview questions

This interviewing approach asks the question of weather the person being considered for the position can actually do the job for which s/he is being considered. While a c.v. might say “lead a team to successfully identify a gene that modifies disease susceptibility” the interviewer would ask the candidate to “please describe how you successfully lead a team to achieve such an accomplishment”. If the person being interviewed will play a specific role on the team get them to speculate how they would approach a particular situation. For example the interviewer might put forward: “The successful candidate in this position will be responsible for developing a policy for data sharing and communicating research results. How might you approach such a task?” Questions such as these can help the supervisor and work group determine how an individual actually would perform in the position and provide insights as to their potential for success.

Behavioral-based interview questions

This approach focuses on understanding how an applicant would behave in very specific circumstances. Instead of asking “what if” types of questions, the interviewer asks the candidate specific questions about his/her reaction, behaviors, skills in specific situations. Behavioral interviews are based on the premise that an employer will have a much better idea of how an individual might behave in a future situation if there is past behavior to assess. Behavioral interviewing is a strong predictor of how an individual will perform in a new position. The best way to respond to behavioral interview questions is very similar to the strategy of giving feedback. First describe the situation, next describe the behavior, action, or skill used in that situation and finally articulate the impact it had.

*references: Janis Mullaney and Donna McNeill (value-based hiring) and Douglas Kosarek (performance based interviewing)

Examples of interview questions

Value-based

Describe 3 situations you liked best in your past job(s)? What were the key ingredients that made those situations so agreeable?
When you make a mistake in your work what do you do? Describe your process for righting the situation.
What steps do you take to continually reinvent yourself (or stay current with scientific or management trends)?

Performance-based

Describe a project that you lead with a tight deadline and its outcome.
One project of great importance to the team is….. How would you approach it?
Tell me about a time when you have led a team and one when you have been the participant.

Behavioral-based

Describe a time when you faced a stressful situation and how you used your coping skills to emerge from it successfully
Can you describe a time when you were required to follow a policy with which you did not agree?
Describe how you have recently dealt with a very upset customer or co-worker

Behavioral Based Interviewing

To give stellar-quality answers to behavior based questions, practice using the STAR technique:

Situation (or)
Task
Action taken
Result or outcome"

Here is one list of sample behavioral-based interview questions:

Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way.
Describe a time when you were faced with a stressful situation that demonstrated your coping skills.
Give me a specific example of a time when you used good judgment and logic in solving a problem.
Give me an example of a time when you set a goal and were able to meet or achieve it.
Tell me about a time when you had to use your presentation skills to influence someone's opinion.
Give me a specific example of a time when you had to conform to a policy with which you did not agree.
Please discuss an important written document you were required to complete.
Tell me about a time when you had to go above and beyond the call of duty in order to get a job done.
Tell me about a time when you had too many things to do and you were required to prioritize your tasks.
Give me an example of a time when you had to make a split second decision.
What is your typical way of dealing with conflict? Give me an example.
Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa).
Tell me about a difficult decision you've made in the last year.
Give me an example of a time when something you tried to accomplish and failed.
Give me an example of when you showed initiative and took the lead.
Tell me about a recent situation in which you had to deal with a very upset customer or co-worker.
Give me an example of a time when you motivated others.
Tell me about a time when you delegated a project effectively.
Give me an example of a time when you used your fact-finding skills to solve a problem.
Tell me about a time when you missed an obvious solution to a problem.
Describe a time when you anticipated potential problems and developed preventive measures.
Tell me about a time when you were forced to make an unpopular decision.
Please tell me about a time you had to fire a friend.
Describe a time when you set your sights too high (or too low).