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Interviewing Skills and Considerations

Interviewing Skills and Considerations. Residence Life Professional Staff Interviews. Resumé and Skill B uilders. Things to think about 1. What skills are you developing in this process? 2. How could interviewing others make you a better interviewee?.

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Interviewing Skills and Considerations

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  1. InterviewingSkills and Considerations Residence Life Professional Staff Interviews

  2. Resumé and Skill Builders Things to think about 1. What skills are you developing in this process? 2. How could interviewing others make you a better interviewee?

  3. Prohibited Employment Policies/PracticesUnder the laws enforced by Equal Employment Opportunity Commission , it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. The law forbids discrimination in every aspect of employment.

  4. Interview Questions • Federal and state laws prohibit prospective employers (proxy interviewers) from asking certain questions that are not related to the job they are hiring for. Questions should be job-related and not used to find out personal information. • In general, you should not be asking about … • race • gender • religion • marital status • age • disabilities • ethnic background • country of origin • sexual preferences • age

  5. Behavior Based interviews Definition: Behavioral interviewing is a process where you ask candidates about their previous job experiences instead of a question like, "Tell me about your strengths and weaknesses." Behavioral interviewing assumes previous job performance is a clear identification of future job performance

  6. Examples: • Tell us about a time when you worked with people from a variety of backgrounds? Describe their backgrounds and your role in working with them. • Tell us about a time when you were faced with conflicting priorities. How did you determine the top priority? • Describe a time when you put a lot of effort into a project and it didn’t turn out as you hoped. How did you handle the disappointment?

  7. Candidate Lunch with Students • On-Campus InterviewStudent Lunch Facilitation • As part of your on-campus interview, you will have lunch with several Berea students. During this time we would like for you to facilitate a conversation (20-30 minutes) to promote their learning and understanding around one of Berea’s Great Commitments. This is not intended to be a formal presentation but an opportunity for you to share your perspective, thoughts, and ideas regarding the importance of the commitments and how you see them integrating into the larger life at Berea College. Through your conversation, we hope that students will have greater insight and appreciation for the commitment and how to promote it within their residential communities.

  8. Review of the Commitments • Berea College commits itself: • To provide an educational opportunity primarily for students from Appalachia, black and white, who have great promise and limited economic resources. • To provide an education of high quality with a liberal arts foundation and outlook. • To stimulate understanding of the Christian faith and its many expressions and to emphasize the Christian ethic and the motive of service to others. • To provide for all students through the labor program experiences for learning and serving in community, and to demonstrate that labor, mental and manual, has dignity as well as utility. • To assert the kinship of all people and to provide interracial education with a particular emphasis on understanding and equality among blacks and whites. • To create a democratic community dedicated to education and equality for women and men. • To maintain a residential campus and to encourage in all members of the community a way of life characterized by plain living, pride in labor well done, zest for learning, high personal standards, and concern for the welfare of others. • To serve the Appalachian region primarily through education but also by other appropriate services.

  9. Confidentiality We must make every effort to maintain the integrity of the hiring process, including the confidentiality of those applying. All candidate information including names and responses to questions must never be shared with anyone outside of the hiring process. If anyone tries to solicit information from you, please inform the Collegium team leaders April Aldeen or Amanda Higginbotham. All notes and candidate evaluations must be turned in after each interview. You may not keep your own record of notes on candidates. During the evaluation process please do not use group consensus to evaluate a candidate. We need to have YOUR feedback.

  10. Questions/Concerns?

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