Elmhurst

Memorial

What is Elmhurst Memorial?

Elmhurst Memorial Healthcare (EMHC) is a hospital
located in Chicagos western suburbs.
They are a publicly owned entity that encompass a wide
variety of departments and wards.
Our contact within this organization will be Robert Blazek,
the Director of Human Resources at EMHC.

What are we looking to do?

EMHC is looking to combat a high turnover by creating a
strategic group interviewing program.
This group interviewing program will consist of 3
recruiters interviewing between 3-5 interviewees at one
time.
Each set of interviewers will contain 2 people from the
recruiting department and 1 manager from each hospital
ward.

What are our resources and who are our supporters?

EMHC is a publicly owned entity and is limited to a

federal budget.
EMHC must also look to make sure that they are following
more strict non-discriminatory training practices as a
result of being federally funded.
We will consult with the heads to the recruiting, financial
departments.
We will also consult with the heads of each department
that will employ a strategic group interviewing.

Who are we looking to train?

Our person analysis revealed that we will be looking to
train individuals from the recruiting department as well as
department heads or managers on how to interview
multiple applicants within a group dynamic.
We will train each individual how to perform and
contribute effectively within a group.

KSAOs
We looked to O*net to grab relevant information of what
KSAOs that recruiters in a group setting need to possess.
We found some of our most relevant information through
the HR Specialist job description.
We were also able to grab information from our
organizational contact Robert Blazek.

What are our KSAOs?

Knowledge: Personnel and Human Resources, English language,
personal service and management, basic tasks for success in
each department.
Skills: Active listening, speaking, critical thinking, group
coordination, judgment making, social perception.
Abilities: Oral comprehension and expression, deductive
reasoning, group functioning.
Other: Maintaining relationships with group members, gathering
information in a clear manner, group decision making

Training Objectives and Criteria

Our training objectives are derived from our KSAOs.
These objectives list all of the abilities that a trainee
should have after going through training on how to
become a strategic group interviewer.
Our criteria is a threshold that will allow us to determine
if our trainees are meeting our objectives.

Objective 1
Knowledge of organizational fit/culture
By the end of training all trainees should be able to use
active listening to see if a candidate will jive with the
culture after they are trained.
Our criteria for this objective is to present a quiz that
requires trainees to score a 90% or above on a test on the
organizational culture

Objective 2
How to properly function in a group dynamic
By the end of training, all trainees should be able to
perform in all roles within a group (discussion leader or
contributor).
Our criteria for this objective is going to be collected
through all trainees gathering self report and peer
reviews on an individuals ability to contribute and support
conversation.

Objective 3
Have a flowing discussion throughout the interview
process with interviewees.
By the end of training all trainees should be able to
facilitate discussion effectively by utilizing a structured
interview.
The criteria for this objective is each interviewer will have
a specific question they are designated to ask and
facilitate discussion on.

Objective 4
Make effective group decisions.
By the end of training all trainees should be able to come
to a common consensus, understand ones own ideas and
challenge the thoughts of yourself and other.
The criteria for this objective is to score a 90% or above
on a test that identifies the best possible decision of a
scenario.

Objective 5
Ask and identify key answers
By the end of training all trainees should be able to ask
and identify the best possible answers to interviewing
without alluding to a specific answer.
The criteria for this objective is to identify all key terms
within a scripted answer for 5 answers.

Objective 6
Concept of time and its allocation.
By the end of training all trainees should be able to allow
each applicant a chance to respond to a question and
distinguish responses from one another.
The criteria for this objective is the interviewers ability to
allow each interviewee approximately 2 minutes to answer
a question.

Pre-Training Conditions
One half of performance is motivation!
We are looking to employ both expectancy theory and goal
setting theory.
Expectancy theory will motivate recruiters to do well in
training because it is crucial to their job and their job is an
integral part of the performance of the company.
Goal setting theory will help to give recruiters specific goals on
what they should achieve and thus will increase motivation.

Training Design: Gagnes 9

Events
Gain attention by informing why this is important
Give overview of training objectives
Ask informal question about previous interviewing
experience
Make objectives more approachable by giving concrete
situations.
Present info through a video

Training Design: Gagnes 9

Events
Have recruiters get into groups and practice interviewing
in front of class and they will decide why it was good or
why it was bad.
Class will discuss the practice interviews all together.
Present a situational question survey with 4 options that
they rank from most effective to least effective.
Reiterate all they had presented, ask if they have any
questions and provide materials to look over.

Structure
We will do a massed a practice over 2 days
This is the most cost effective.
First day is going to be going over a formal training
session with Gagnes 9 events.
Second day will be assessment of objectives and mock
interviews.

The Group Dynamic

Temporal Stability: Our membership is shifting dependent
on the interview that is being done. Therefore it is not
going to be effective to have a long spaced training
program.
Skill Differentiation: Two recruiters will be paired with a
department head. There will be a need for cross training
so the recruiters will be aware of the KSAOs that the
department head would be seeking for selection.
We should also look to at OUTCOME training

Team Performance
Compilation
We should look to
move through the
Kozlowski model to
focus on team
members roles and
abilities.

Team Processes
We will need to train the team to function well as a unit by:
Creating a supportive environment which allows different
voices.
Training on how to communicate with each other.
Training on how to resolve conflict.
We may need to employ team coaching down the road.

Delivery Methods of Training

Traditional/formal education model

Multimedia
Job context
We will incorporate all three of these methods in order to
create an all encompassing training program.

Post-Training Conditions
We will look to have positive transfer. Our needs assessment
determines a high threshold for organizational support which will
increase our transfer.
We will utilize training through principles theory. The teams will
learn a general process and apply it each time
We will have large amount of support from the organization on
utilizing knowledge.
We will provide post training supplements like review quizzes and
even meetings with team coaching.

Overview
We will provide training on how to give a strategic group
interview in groups with low temporal stability.
Our training will utilize Gagnes 9 and look to move
through the Kozlowski model to create an effective team
in a massed practice setting.
Continued support and incorporation of a learning culture
will foster the continual development of the group.