1993_0312_packet - Laserfiche WebLink

Home

f 1 qo� Ut I L-sh DC�Y61')T- rc%(, cc.Aie� �'s CJ4 D '54'q'U L 11-F bV�. *6, k�( A #kO k Z7 le C Ql'% 0 Ky/k.J �t I :L' Activities Aimed at Ensuring the Interview is Fair for All Candidates The interview mint be fair for all candidates. The most important, first step for ensuring fairness is to make sure the ' interview measures only those characteristics required to perform the entry -level position effectively. In the job analysis, UM personnel specified what those re- quirements are. We conducted several activities to -address concerns about fairness in the oral interview. We analyzed the IAO job analysis data separately for different subgroups (e.g., whites vs. minorities, tomes vs, females). On the basis of that information, we narrowed our list of target characteristics to only those ch&ractmistics which are rated as very Important or vial by all subgroups. We conducted Focus Group sessions to discuss cultural and gender differences which may impact the interview. we also detested the interview using a and femme mock appli- cants from different culturalletlunic backgrounds. we asked minority gaup members with inter - viewin g experience erience to observe the pretest exercise and review a draft list of interview questions and response rating scales. Both the Focus Group sessions and pretest exercise are described in more detail below, Cultural/Gender Sensitivity Focus Groups ]Focus Group Sample and Process. We conducted seven Focus Group sessions to collect informflon about cultural and gender issuts that may impact an oral interview., Fable 11 describes objectives for the Culture/Gender Sensitivity Focus Groups+ We conducted-five two- hour sessions with representatives from minority and women's organizations and tyro, two -hour sessions with minority and femme Firefighters.