Sandra, I've been a hiring supervisor for many years and have had the
best results using "behavior based" interviews.  This is a structured
approach focusing on the competencies and skills essential to the
position.  It's based on the concept that past behavior is the best
predictor of future behavior.  

The interviewer creates questions to find out the candidate's past
behavior in relation to core skills and knowledge, not hypothetical
"what if" situations.  For example, if teamwork was a required skill, a
behavioral question might be:

"Think of a time when you had to work cooperatively with individuals in
different roles and levels in the organization to accomplish a common
goal.  Explain how you approached communications with the different
individuals.  What was your most difficult obstacle to overcome?"

The interviewer then guides the candidate to give a "STAR" answer:
ST= Situation or scenario, the candidates describes a specific situation
A = Action, the candidates describes specifically what he/she did, what
was said and done, by who
R = Results, what was the outcome, how did the candidate feel about or
react to the outcome

The interviewer may need to interject clarification or followup
questions to ensure answers are clear - for example, to clarify if an
outcome was the result of a candidate's actions or just because the
candidate was part of a team that achieved the result.

Behavior based questions can be developed for specific records
management skills and expertise.

Google "behavior based interview" and you'll find a wealth of info and
sample questions



Cindy Buchanan 
Enterprise Records Administrator
Sacramento Municipal Utility District 
[log in to unmask] 
(916) 732-5621 


-----Original Message-----
From: Records Management Program [mailto:[log in to unmask]] On
Behalf Of Sandra Dunkin
Sent: Wednesday, January 30, 2008 3:43 PM
To: [log in to unmask]
Subject: Re: Recruitment

I thank everyone for their responses.

Many of you have referred me to the ARMA Core Competencies document.  I
had already reviewed it prior to posting my inquiry to the list.  I have
a good idea of the skill set I'm looking for.  What I am struggling with
is how to identify those qualities through an interview process.

My first assistant was a hard worker and good in the position. She was
lukewarm in the interview, but did well once in the position.  She left
for personal reasons (relocation).

My second assistant gave a very good interview and had glowing
references, but was not able to adequately fulfill the requirements of
the position.  I spent a great deal of effort trying to bring her skills
up to a standard that was acceptable, but have to admit that I was
unable to accomplish this, and it was good fortune for me that she
voluntarily resigned (stating personal reasons).

As with any organization, we expect that candidates should have an
understanding of what our organization is/does, and that they should
have basic office skills necessary to modern office positions.
Comprehension of basic filing practices is a bonus, but these skills can
be taught.
Attention to detail and an ability to understand and take direction is a
personal quality that is singularly difficult to teach and it is on this
point hat I am having difficulty in developing interview
questions/activities.

I'm not sure I'll ask if they like to iron - not a favourite activity of
mine  ;-)

Sandra

List archives at http://lists.ufl.edu/archives/recmgmt-l.html
Contact [log in to unmask] for assistance To unsubscribe
from this list, click the below link. If not already present, place
UNSUBSCRIBE RECMGMT-L or UNSUB RECMGMT-L in the body of the message.
mailto:[log in to unmask]

List archives at http://lists.ufl.edu/archives/recmgmt-l.html
Contact [log in to unmask] for assistance
To unsubscribe from this list, click the below link. If not already present, place UNSUBSCRIBE RECMGMT-L or UNSUB RECMGMT-L in the body of the message.
mailto:[log in to unmask]