Proctored vs. Unproctored Testing: Does it really make a difference?
Unproctored testing offers employers greater flexibility and reduced costs than proctored testing. However, unproctored testing raises a number of concerns, most importantly cheating. Recent research has examined differences between proctored and unproctored test performance. That research shows that there are very few differences between proctored and unproctored settings. In fact, most shows that individuals in a proctored setting actually perform slightly …
Keep Reading: Proctored vs. Unproctored Testing: Does it really make a difference?
Interviewing 101: Need a Refresher?
SHRM.org recently posted that one of its most popular content items was an article by Noah Apodaca titled, "Interview Questions to Ask, and Stop Asking." Even seasoned HR professionals may be surprised to find out that many of the 'Don't Ask' questions are still being used in interviews they conduct. For example, do you still ask the favorite, "What are your greatest weaknesses?" Apodaca states that interviewers will just get canned responses to this question, offering no value or insight into the candidate's skills or abilities. A better question, the author suggests, would be "What areas of training would your past supervisor say you would benefit from the most?"
The popularity of this article got us thinking: Is it time for a refresher course, sort of an Interviewing 101? OK then, pop quiz time!
True/False Quiz
1. When taking notes, you should write down a candidate's every word - this will protect you from any legal challenge.
2. To measure reliability, it is acceptable to ask candidates how many sick days they took last year.
3. Interviews are considered pre-employment tests, and therefore must comply with the Uniform Guidelines on Employee Selection Procedures, used by both the OFCCP and EEOC.
4. One of the most effective interview questions is, "Professionally speaking, where do you see yourself in 3-5 years?"
5. All interview questions need to be job-relevant.
6. It's acceptable to customize the interview for different candidates.
7. Closed-ended questions can be effective.
8. It's only acceptable to ask questions related to age, gender, religion or disability if it's outside the formal interview – such as during lunch or other casual conversation.
Correct Answers:
1. When taking notes, you should write down a candidate's every word - this will protect you from any legal challenge.
False. Some helpful guidelines on note-taking include:
- Record only job-relevant information in your notes.
- Just as you cannot ask question pertaining to legally protected areas (age, gender, marital status, etc.), do not write notes or comments regarding any of these issues.
- Use abbreviated notes that will allow you to recall important details.
- Consult with your organizations legal counsel for any specific internal policies and procedures involving note taking and retaining of notes.
2. To measure reliability, it is acceptable to ask candidates how many sick days they took last year.
False. Interviewers may believe they're permitted to ask that question in order to determine a candidate's reliability or dependability. However, it is not acceptable because it pertains to a health-related issue.
3. Interviews are considered pre-employment tests, and therefore must comply with the Uniform Guidelines on Employee Selection Procedures, used by both the OFCCP and EEOC.
True. In fact, the guidelines state the interview if probably the most commonly used assessment tool. In addition, a review of U.S. Federal Cases shows that unstructured interviews are the most frequently challenged selection tools.
4. One of the most effective interview questions is, "Professionally speaking, where do you expect to see yourself in 3-5 years?"
False. Similar to the "What are your greatest weaknesses?" question, responses to this will typically be canned and prepared ahead of time. Responses will not offer provide you with any usable criteria to evaluate the candidate's background or capabilities. A better question would be, "How would this position fit into your 3-5 year professional plan?"
5. All interview questions need to be job-relevant.
True. To conform to legal guidelines, questions asked in the interview should be job-relevant. Questions that get at issues that are not relevant or required for performance in the job can leave the organization vulnerable to a legal challenge. Using structured interview guides can prove very helpful in assembling job-relevant questions in advance.
6. It's acceptable to customize the interview for different candidates.
False. In order to maintain legal defensibility and ensure all applicants are evaluated fairly, candidates must pass through the same selection process. Maintaining a consistent process can also help to protect interviewers from committing common errors, such as:
- Just-Like-Me Bias: Occurs when interviewers give higher ratings to candidates who appear similar to them. Just because candidates may appear similar to you, it does not mean they will succeed in the target job.
- Halo/Horn Error: Halo Error occurs when an interviewer assumes candidates are good at everything because they demonstrate one or two applicable skills. Horn Error is the opposite - assuming they're weak in every areas because they exhibit a few obvious weaknesses.
- First-Impression Bias: The tendency to form an opinion based on the initial impression that a candidate makes on an interviewer. Once an opinion is formed, interviewers then tend to look for further information to confirm that impression.
7. Closed-ended questions can be effective.
True. An open-ended question is more effective because it encourages conversation, helping interviewers effectively probe for specific details and more accurately evaluate candidates. However, closed-ended questions can sometimes serve as a good follow-up to an open-ended question or to confirm information. Examples include:
- Did you complete the project?
- Did you make the sale?
- Did you encounter that problem at any other time?
- You indicated that you previously declined a promotion to manager, is that correct?
8. It's only acceptable to ask questions related to age, gender, religion or disability if it's outside the formal interview – such as during lunch or other casual conversation.
False. Interviewers must avoid questions around these protected areas at all times, not just during the formal interview. Again, using a structured interview process helps interviewers avoid this dangerous area.
To learn more about effective, legally defensible interviewing, please visit our website or contact Select International at 800-786-8595.
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