NCJ Number
58657
Date Published
1977
Length
11 pages
Annotation
THE UNIFORM ORAL INTERVIEW STANDARDS DISCUSSED IN THIS MANUAL WERE DEVELOPED AS A PART OF THE NATIONAL URBAN LEAGUE'S LAW ENFORCEMENT MINORITY MANPOWER PROJECT FOR SUCCESSFUL MINORITY RECRUITMENT.
Abstract
ALL INTERVIEWERS SHOULD ACCEPT THREE SPECIFIC KINDS OF UNIFORM STANDARDS: (1) STANDARDS REGARDING THE TYPE OF INFORMATION OBTAINABLE FROM A SHORT INTERVIEW THAT WOULD BE MOST HELPFUL IN JUDGING SUITABILITY FOR HIRING AS FIREFIGHTERS OR POLICE OFFICERS; (2) STANDARDS OF INTERVIEWING TECHNIQUES TO OBTAIN USEFUL INFORMATION EFFICIENTLY WITHOUT IMPROPER OR UNPRODUCTIVE QUESTIONS; AND (3)STANDARDS OF GRADING APPLIED UNIFORMLY AND IMPARTIALLY, ALL INTERVIEWERS SHOULD ASK CANDIDATES TO DISCUSS THEIR EDUCATIONAL AND WORK BACKGROUND TO SEARCH FOR EVIDENCE REGARDING CHARACTER MOTIVATION, ATTITUDES, AND WORK HABITS. OTHER IMPORTANT QUESTIONS THAT MAY BE ASKED DURING THE INTERVIEW PROCESS ARE INCLUDED IN THE INTERVIEW RATER'S WORKSHEET THAT IS APPENDED TO THIS DOCUMENT. THERE IS A TIP ON HOW TO BEGIN AND END INTERVIEWS. INTERVIEWS SHOULD LAST 25 MINUTES WITH CANDIDATES DOING MOST OF THE TALKING. QUESTIONABLE FEATURES OF A CANDIDATE'S BACKGROUND SHOULD BE ADDRESSED DIRECTLY AND AN INORDINATE AMOUNT OF TIME SHOULD NOT BE SPENT ON UNFAVORABLE INCIDENTS IN COMPARISON TO FAVORABLE ASPECTS OF THE CANDIDATE'S HISTORY. IT IS THE RESPONSIBILITY OF THE CANDIDATE TO CONVINCE THE INTERVIEWER OF QUALIFICATIONS FOR THE POSITION. IN ADDITION, INTERVIEWERS SHOULD BE AWARE OF THEIR PERSONAL PREJUDICES AGAINST MINORITY OR FEMALE APPLICANTS. RULES FOR DETERMINING FINAL SCORES AND MARKING THE CANDIDATE RATING CARD ARE DISCUSSED, INCLUDING GUIDELINES DIRECTING INTERVIEWERS AS TO THE APPROPRIATENESS OF CHANGING A RATING. FINALLY, THERE IS A DISCUSSION OF WHETHER AND WHEN RATERS SHOULD DISQUALIFY THEMSELVES. A SAMPLE EXAMINATION FOR POLICE AND FIREFIGHTERS IS INCLUDED.