Why is a diverse focus important in the interview process?
Effective interviewing increases the likelihood of effective hiring, thus reducing the cost of turnover and employee relations issues. (The interviewer should) be equipped to identify key competencies for success in a given job, the premiere element in structuring effective interviewing questions.
Effective interviewing also helps to avoid low morale and poor service to patrons. If the right people are hired, time can be spent on development and not turnover. As such, the library believes that a core competency should be valuing and showing support for diversity.
Preparing for an interview:
One of the first steps in preparing for an interview is to develop a list of behaviors or characteristics that would fall within each critical competency profile. In this case, the critical competency is Value for Diversity. Once you are aware of the characteristics a candidate should possess, you will be able to formulate your interview questions more effectively. A list of characteristics that would encompass “Value for Diversity” is provided below, as well as a list of sample questions to ask in the interview.
What characteristics do individuals who Value and Support Diversity display?
- Manages all kinds and classes of people equitably
- Deals effectively with all races, nationalities, cultures, disabilities, ages, and sexes.
- Hires for variety and diversity without regard to class
- Supports equal and fair treatment and opportunity for all
- Initiates diversity program or activities
- Discourages inappropriate language in the workplace
- Contributes to a welcoming environment for individuals regardless of their background or culture
- Proactively manages diversity through hiring, retention and promotion activities
- Leads and positively impacts diversity in the workplace and community
What questions can I ask a candidate to determine if “ Value for Diversity ” is a core competency?
- What books/materials/authors have you read on the subject of diversity?
- How have you participated in diversity events and organizations?
- Provide us with an example of when and how you used diversity management in your life?
- How do you define stereotypes or what is a stereotype? What kinds of stereotypes are you aware of? Have you had any experiences involving stereotyping (either where you realized you were stereotyping someone of you were stereotyped)?
- How do you define diversity?
- What have you done to further your knowledge/understanding about diversity? How have you demonstrated your learning?
- Can you recall a time when you gave feedback to a co-worker who was unaccepting of others?
- Can you recall a time when a person's cultural background affected your approach to a work situation?
- Tell me about a situation in which you had to separate the person from the issue when working to resolve differences?
- Have you ever realized you had said or done something that may have been offensive to a colleague? How did you respond to that realization, and what was the outcome?
- Tell me about a time that you adapted your style in order to work effectively with those who were different from you.
- How have you reacted to conversations between co-workers that were clearly offensive to non-participants?
- What measures have you taken to make someone feel comfortable in an environment that was obviously uncomfortable with his or her presence?
- What does it mean for you to have a commitment to diversity? How have you demonstrated that commitment, and how would you see yourself demonstrating it here?
- If you observed a coworker who made inappropriate racial or sexual remarks to another employee and it was obvious the situation was creating an uncomfortable environment, what would you do?
- Tell me about a time when you worked with someone who was different from the other people on your staff. What did you do to incorporate the new employee in your department?
- Give me an example of a time when you had difficulty in unifying a diverse group of people?
What responses should I look for?
Candidate's responses should address 3 things:
PROBLEM
What was the problem the candidate was faced with or what did he or she need to accomplish? What were the circumstances?
ACTION
What specifically did the candidate do to solve the problem? Ask follow-up questions to discern the candidate's involvement.
RESULT
What was the outcome? Were the tasks accomplished? Did the actions solve the problem with which the candidate was faced?
What did the candidate learn from the experience?
Following the above guidelines can help to ensure the successful hiring of a candidate with a committment to diversity. For further guidance on incorporating diversity into your interview process, please contact our office at 814-863-4949.
