Interview guide builder

BACKGROUND

The UWA Talent Acquisition Team is one of three Centres for Excellence within Human Resources. A core deliverable of the team is providing quality advice to hiring managers across the University on best practice recruitment.

Over a period of time, the team has developed and collected a series of interview questions, which align closely to a bank of behavioural competencies we use to measure candidate suitability.

Competencies are defined as the relevant skills, knowledge and attributes that are important for one to possess in order to succeed in a role. It can also include a list of key actions for the interviewer to refer to when deciding how to rate the candidate s answer.

When recruiting for a position, the team chooses relevant competencies to assess the candidate, and then either create or choose the relevant question(s) from our bank that align to these competencies.

The Talent Acquisition Adviser spends a significant amount of time consolidating and formatting all information into a single user-friendly interview guide and selection report for printing and use by the selection panel on the day see Appendix A and B respectively.

Given the number of interviews the team facilitate each week this is, at times, a heavy administrative burden, which can lead to inconsistent processes and templates across the team.

ABOUT THE PROJECT

The project would involve developing a digital solution to more easily select appropriate competencies and the relevant questions for the role and provide a nicely formatted template ready to be used. Ideally (but optionally), it would also allow users to complete the documents during interviews to create a selection report.

The solution needs to:

1. Host a database of competencies and questions (approximately 20 competencies and 5 questions per competency, at this stage)
2. Provide a tool for selected competencies and questions to merge into two Word documents:
   • An interview guide
   • A selection matrix

The above functionalities #1 and #2 would be used by a small number of users (5 or 6 HR team members who would use the system regularly). The documents generated would then be distributed to relevant users (members of interview panels. This would save a significant amount of time. Additionally, there could be further enhancements to extend the use of the solution to users across the University: Members of interview panels (who must be assumed to be one-off users). For these users, the interface would need to be very user-friendly and provide a solution to:

1. Narrow down the selection of to 4 to 5 competencies and 1 question per competency (optional)
2. Allow multiple users to complete, in an online interface, the interview guide and selection matrix documents merged in #3 (different versions with difference levels of complexity could be considered for this step, ranging from enabling the user to complete the selection matrix themselves or automatically generating the selection matrix from the interview guides).
3. Email all of the documents created in step 4 to a nominated user.

Client

IP Exploitation Model

Department of Computer Science & Software Engineering The University of Western Australia Last modified: 23 July 2019 Modified By: Michael Wise