Interview Process

Interview Process

A detailed description of the time, place, format, interview type, and employees involved in the interview process.

The interviewing of the Grand Canyon University counselor will start at 9.30 a.m., and each candidate will take at least forty-five minutes in the interview room. The employees involved in the counseling process will be the Director of University Counseling and the Dean of Students. The type of interview will be the traditional one, generally involving broad-based and behavioral questions. The traditional interview is ideal in this case because the failure or success of the candidate is based on their ability to communicate and establish rapport. The typical questions asked in this type of interview are normally used to access insights because the candidate’s resume and qualifications are reviewed.

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The interview will start with an introductory stage, which will take at most five minutes. The interviewer will greet the candidate first and establish a rapport. The latter will then state their full name and details about themselves. This is when the interviewer will get the candidate’s first impression based on their introduction and greetings, appearance, handshake, and demeanor. The second step is the information provided to the candidate by the interviewer. This is where the interviewer provides more information about the university counselor position and Grand Canyon University. Although much information is sent in advance to allow the candidates to prepare for the interview, there could be more detailed or current information about the organization. The third, most important step is when the interviewer asks the main interview questions. This takes most of the time, usually at least twenty minutes. The main purpose here is to determine if there exists a match between the qualifications of the candidate and the job requirements if the candidates are truly interested in the position and the organization, and if there is a fit between the employer and the candidate. Finally, behavioral questions are asked because past behaviors best predict future behaviors.

The fourth step is the opportunity for the candidates to ask questions. Interviewees are expected to ask questions because not having any implies that either they are not prepared or they are not interested. The final stage is when the interviewer explains the next steps after the interview; they include when and how they will be contacted, what is expected of them in case they are hired, and the next step in the hiring process.

At least one testing option is to be included in the selection process. Explain why this testing option is best suited for the selection process.

The testing option included in the selection process of the university counselor is the job task test. It is the ideal type of testing because it helps assess how well they would perform a major task in the position they have applied for. For instance, in this case, the candidates will be asked to role-play and help a particular student write down their goals and develop an action plan. This testing option is best suited. It offers a broad range of benefits that streamlines the hiring process and strengthens the entire university because it increases the likelihood that a new university counselor will succeed in his position. It also helps to ensure alignment between the employees’ selection process and the organization’s desired outcomes, such as guiding and counseling prospective students to enroll in Grand Canyon University. Besides, by employing the job task test, Grand Canyon University might benefit in several ways.

According to research, pre-employment tests that are professionally developed and well-validated, such as job test tasks, successfully predict employees’ productivity across a broad range of industries and job types. Job test tasks are one of the most accurate ways to predict performance due to their ability to determine the extent of a candidate’s knowledge, abilities, and skills to perform well.

Secondly, they increase employee retention and reduce costs incurred due to turnovers, such as hiring and training costs. Job task tests ensure that the employees possess the fundamental aptitude that the position requires and the proper personality or temperament and are comfortable with the type of work they are expected to do. Such factors can mitigate the chances of a specific employee being laid off due to poor performance and the likelihood that the employee will quit on their own accord. Thirdly, job task tests ensure efficiency and save time during hiring. By requiring the candidates to take the test, the university can eliminate many “resume spammers” who share their resumes with minimal effort and thoughts. The candidates who finish the test are considered serious enough about the position they applied for to attend the interview and take the test. Finally, the test ensures increased defensibility during hiring by being objective and using validated metrics. Besides helping the university increase enrollment, job task testing enhances the equitability, objectivity, and legal defensibility of the institution’s hiring process.

You would use at least four situational and four behavioral interview questions to interview for both jobs. (Reminder: Use both job descriptions from your previous assignment.)

Behavioral Questions

1. What led you to choose a career in counseling?
2. What are the qualities that you have, in your belief, that would make you a good counselor?
3. What is your greatest achievement as a counselor so far?
4. What will you do if, at some point, you cannot offer the level of counseling needed by the university?

Situational Questions

1. Tell me about a time you counseled a client who was forced to come to you by their senior.
2. What did you do differently to achieve the greatest accomplishment you just mentioned?
3. Please describe the situation where you witnessed a problem and took a step to fix it.
4. How did you solve the greatest challenge you ever encountered in your career?

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Selection Process

Once you clearly understand what your organization needs, it is time to consider the interview process. This assignment continues the acquiring, developing, and leveraging employee process you worked on during this course.

The interview process is important in hiring the right person for your organization. For this assignment, develop an interview strategy you would consider using to interview and select the right candidate for your organization. You are required to use the job descriptions you developed in the previous assignment. As you develop your interview strategy, consider testing options that benefit the interview process. The following must be included in your interview strategy (750-1,000 words):

1. A detailed description of the time, place, format, interview type, and employees involved in the interview process.
2. At least one testing option is to be included in the selection process. Explain why this testing option is best suited for the selection process.
3. You would use at least four situational and four behavioral interview questions to interview for both jobs. (Reminder: Use both job descriptions from your previous assignment.)

Prepare this assignment according to the guidelines in the APA Style Guide in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric before beginning the assignment to familiarize yourself with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.