Explain the following. Although the standard interview is a very valid predictor of performance on the job, it has its limitations in terms of the range of competencies that can be demonstrated. In the Standard Interview, regardless of how effective and probing the questions, we are only able to observe how the candidate responds to questions posed by the interview team. For this reason, when we originally designed the screening process in 1995, we decided to include a job sample. This includes the review of written materials (the Case Study), an interview to get more information about the case (the Fact Finding Interview) and a written exercise (the Case Analysis). If you look at the Rating Sheet on page I - 9 of the Resource Guide, you will see that the Fact-finding and Written Exercise cover some competencies not covered in the Standard Interview, specifically Observational Skills and Planning and Organizing and that they provide an opportunity for the candidate to display some competencies in a different way – for example their flexibility, self confidence, analytic thinking and written communication skills. Some candidates who do very well in the Standard Interview have a hard time with this part of the screening process; on the other hand, some candidates shine at it. This gives us a more rounded view of the candidate’s ability. You are all familiar with the process for the Case Study which is summarized on page III - 2 of your Resource Guide. The candidate reviews the written materials ahead of time and prepares questions of additional information needed, asks questions of the Resource Person and then writes a summary and recommendations based on the information gathered. We have not altered the basic structure of the Case Study. About six months ago, we did a thorough review of the materials and with the assistance of a workgroup and input from several of you, updated the materials to reflect current practice. Please note that there is now additional and revised information for the Resource Person so don’t depend on your memory! Please also note that it’s important to keep alternating the Case Study so candidates don’t know exactly what to expect.
Explain the following. As noted earlier, the Fact Finding Interview provides an opportunity to see the candidate in a different light, to see how they have prepared for the interview, how they are able to take charge and ask questions rather than simply responding. While the Fact Finding Interview is going on, the other two members of the panel need to observe the candidate and make notes on the competencies observed, not necessarily on the questions asked but how the candidate goes about the process of gathering the information, how they behave when they get stuck, whether or not they are able to shift gears when a line of questioning is unproductive, are they able to pick up on clues and follow up with questions to get more information, are they satisfied with superficial explanations or do they dig deeper to get more facts. These are all critical skills in child welfare work.
