Instructor’s question:

Class,

A new type of interview style that I have seen a lot in the past few years is video interview questions. Typically, this is done in the second or third step in the interview process. The company sends an applicant a question or two and then they have to record themselves answering the questions and then upload and send the video to the interview team. What are some pros and cons of using this method for interviews?

Prompt for classmates post: Chapter 6 discusses employee interviews. Choose either a behavioral interview, situational interview, or a combination of both and develop 6-8 questions to use for hiring one of the following. You can review job descriptions on http://www.onetonline.org to help identify essential job functions and qualifications. 

Class,

Conducting employee interviews are especially important for organizations. This is where a hiring manager or team can assess an elected job candidate for further evaluation. Getting to know someone and what they bring to the team is crucial for organizations. Reigle (2014) suggests that hiring managers should formulate questions that will elicit informative responses about past performances in situations similar to the ones they will face on the job. Additionally, Reigle (2014) suggests that nonverbal cues can help provide more insight, which is why interviews are important. Some hiring teams look for candidates with personality and one can only assess a person’s true identity or personality through interviews. “You cannot teach personality” (Reigle, 2014, p. 183).

Having hired a private tutor in the past, I chose to assess/interview an elementary school teacher. Hiring an elementary school teacher is an important task as it is vital for a child’s education and success. An elementary school teacher should be equipped to handle and teach fundamental subjects to all children. They should also be able to create lesson plans, enforce, classroom rules, evaluate student performance, and grade assignments. Additionally, elementary school teachers should be able to keep parents up to date on student’s performance and communicate effectively with staff. A combination of both situational and behavioral interview methods can be beneficial to selecting an adequate candidate. Snell et al. (2016) describes a situational interview as an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it. Additionally, Snell et al. (2016) describes behavioral description interviews as an interview in which an applicant is asked questions about what he or she actually did in a given situation. Both methods should be able to provide adequate information needed to proceed. I would consider the following questions when interviewing an elementary school teacher:

Consider having to teach a challenging lesson, how would you make sure your students understood the lesson? What would you do if they did not understand the lesson?

If a student is falling behind, what methods would you use to help students catch up?

How have you met the needs of students with both low and high abilities in the classroom?

Suppose you have difficult students, how would you handle a situation where they would constantly break the rules?

How have you handled situations where students seem bored or unfocused in your class?

Describe a time you had to deal with angry complaints from parents and how you handled the situation. How well do you communicate with parents?

 

 

References

Reigle, D. A. (2014). Hiring the right employees. The Journal of medical practice management: MPM, 30(3), 183.

Snell, S., Morris, S., & Bohlander, G. W. (2016). Managing human resources. Boston, MA,

USA: Cengage Learning.

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