disseminated among employees to alert them of the available position. Consider using search commit-


tees for key positions or perhaps offer a recruiting bonus as an in- centive for employees to partici- pate in a candidate search. The search committee can include people from both inside and out- side the ranch. To ease seasonal labor needs


consider using internships, which can then precipitate recruitment of future college graduates.


Assessing the candidates and closing the deal Assess qualities and abilities of


candidates through an interview process. Candidate assessment is certainly not an easy task, but steps can be implemented to improve the process. “Make sure the right interview-


ers are conducting the candidate assessment,” Rhoades says. “The best interviewers are often very familiar with the job, yet self-con- fi dent enough in their own abilities to hire the best possible candidate. Additionally, these interviewers are not threatened by someone more talented than themselves. Utilizing the wrong interviewers can yield a greater negative result than select- ing from a pool of potential candi- dates at random.”


84 The Cattleman January 2015


FIGURE 2: Standard Interview Questions Matrix* Interviewer’s Name:_______________________________ Tel#_________Date_____________


Applicant’s Name ________________________________ Date _____________________ Position Title: Cowboy


Interview Score ____________


What interested you about the cowboy position? Applicant’s Answer:


Score: O 5 – Outstanding O 4 = Excellent O 3 = Good O 2 = Fair O 1 = Poor O 0 = No Answer


Have you had to make an unpopular decision? If so, how did you communicate it to those who were affected? Applicant’s Answer:


Score: O 5 – Outstanding O 4 = Excellent O 3 = Good O 2 = Fair O 1 = Poor O 0 = No Answer


Provide an example of your ability to negotiate an issue when you and your immediate supervisor had opposing points of view.


Score: O 5 – Outstanding O 4 = Excellent O 3 = Good O 2 = Fair O 1 = Poor O 0 = No Answer


When did you go above and beyond the call of duty to get your job completed? What did you do and why? Applicant’s Answer:


Score: O 5 – Outstanding O 4 = Excellent O 3 = Good O 2 = Fair O 1 = Poor O 0 = No Answer


*Adapted from a standard interview question matrix used by Prairie View A&M University.


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