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Performance Checklist for. Using Structured Interviewing to Select and Hire Desirable Job Candidates. J ames Otis IDPT 650 - Evaluation Professor Bell September 22, 2012. Background. Medical Practice Developers High turnover costs ← Poor hires ← Poor interviewing. Background. - PowerPoint PPT Presentation
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Using Structured Interviewing to Select and Hire Desirable Job Candidates
James OtisIDPT 650 - EvaluationProfessor BellSeptember 22, 2012
Performance Checklist for
Background
Medical Practice DevelopersHigh turnover costs ← Poor hires ← Poor interviewing
Background
Medical Practice DevelopersHigh turnover costs ← Poor hires ← Poor interviewing
Bell Design Technologies• Training: Using Structured Interviewing to Select and Hire
Desirable Job Candidates
Background
Medical Practice DevelopersHigh turnover costs ← Poor hires ← Poor interviewing
Bell Design Technologies• Training: Using Structured Interviewing to Select and Hire
Desirable Job Candidates• Small group instruction with facilitator, videos, group
discussion, team exercises
Background
Medical Practice DevelopersHigh turnover costs ← Poor hires ← Poor interviewing
Bell Design Technologies• Training: Using Structured Interviewing to Select and Hire
Desirable Job Candidates• Small group instruction with facilitator, videos, group
discussion, team exercises• Evaluation of training and trainees
Pretest, posttest, satisfaction survey, two self-assessments, and performance evaluation
Purpose
• Evaluate effectiveness of the training• By assessing proficiency after completing the training• Aligns with corporate goal• Identify managers with poor post-training interviewing skills• Provide additional training
Performance Evaluation -
• What are the criteria for performance?• Course objectives– Prepare for a structured interview
– Distinguish between questions that can and cannot be asked during an interview
– Conduct an effective and successful interview
– Identify viable candidates and predict future performance based on their past job behavior
Performance Evaluation - Initial Information
• What are the criteria for performance?• Course subordinate goals
– Prepare interview• Identify job skills• Develop questions
– Distinguish questions– Conduct interview
• Create proper environment• Give overview of position• Establish rapport• Ask about past performance• Seek contrary evidence• Allow candidate to ask questions• Close • Review
– Identify candidates
Performance Evaluation - Initial Information
Business Case• Problem• Risk• Overall Measurement Strategy• Solution• Alternatives• Infrastructure• Human Resources• Funds• Restrictions or Constraints• Success Measures• Results• Record Retention
Performance Evaluation - Phase 1 - Need
Test Plan• Audience• Requirements• Remediation• Program components• Tests• Results
Performance Evaluation - Phase 1 - Need
SMEs• James Otis• Edith Bell, PhD, CPT• Figmont Erdisch
Performance Evaluation - Phase 2 - Design
Test Specification
Performance Evaluation - Phase 2 - Design
Test Specification
Performance Evaluation - Phase 2 - Design
Test Specification
Performance Evaluation - Phase 2 - Design
• Headline
• Names
• Date
• Instructions
• Body
• Signatures
Performance Evaluation - Phase 3 - Develop
Performance Evaluation - Checklist
Performance Evaluation - Checklist
Performance Evaluation - Checklist
Performance Evaluation - Checklist
Performance Evaluation - Checklist
Performance Evaluation - Checklist
Performance Evaluation - Issues
• Coverage of important skills and behaviors• Observable criteria
– Reduce possibility of error in judging– Ensure validity and fairness
• Utility– Length of checklist
• Clarity– Prose
• Unambiguous• Easy to understand
– Layout
Performance Evaluation - Validity and Reliability
• Face Validity - SME• Content Validity – based solely on the content of the
course• Construct Validity – mock interview reproduces the
relevant circumstances of a real one• Predictive Validity - SME• Reliability - SME
Performance Evaluation - Checklist
• Focused
Performance Evaluation - Checklist
• Focused• Thorough
Performance Evaluation - Checklist
• Focused• Thorough• Clear
References
Guerra-López, I. J. (2008). Performance evaluation: Proven approaches for improving program and organizational performance. San Francisco, CA: Jossey-Bass.
Hale, J. A. (2011). Test development workbook: How to develop and evaluate tests & assessments. Downers Grove, IL: Hale Associates.
