Mock Interviews Help Metro Employees Prepare for Promotions

What stands between you and your next promotion? Experience? Training? Skills-development?

At CCA's Metro Davidson County Detention Facility Warden Brian Koehn grew tired of speculating and decided to make preparing staff for future leadership positions a facility priority. With the help of facility volunteers, Warden Koehn has developed a new employee training workshop focusing on resume building and interview skills development designed to get staff promoted.

"It all started with several MDCDF employees applying for Facility Management Selection Process (FMSP) positions," explains Warden Brian Koehn. "They had everything they needed to qualify but they still did not get the job. So we know they're not interviewing well. Having served on the FMSP interview panel, I have heard many bad interviews. Many employees just can't sell themselves. They don't know how."

Seeing his staff's frustration, Warden Koehn decided it was time to take action.

"Interviewing is a lot like public speaking," says Koehn. "Many people are afraid of it. We decided to put together some volunteers and brainstorm ways to better prepare staff. We came up with a two-pronged training workshop."

MDCDF's four-hour training program includes two classes:
1. Creating a stellar resume.
2. Honing your interview skills.

"Applications are hard to follow, but resumes are easy," says Koehn. "So they need to shine. It should explain breaks in service or other job history issues. "

Interview development is achieved through a quarterly mock interview session in which the participating employee attends an interview based on their desired new position. The employee is assessed on various skills - how does the employee look, talk, present herself, and answer the tough questions?

Additionally, Koehn explains that the interviewer, while helping the interviewee develop stronger interview skills, also has the opportunity to enhance their own interviewing skills. Did the interviewer make the employee feel comfortable? Were the questions clear and understandable? This development helps the facility hire better quality staff in the long run when interviewing candidates for a real position. Both interviewer and interviewee receive critiques on their performance including areas that need development.

Managing Director, Kevin Myers, suggested videotaping the mock interviews so employees have a chance to hear and see how well they did and review the interview as many times as they'd like.

Participating employees are able to use both the interview video and evaluation form as a resource for improvement.

"It's important to note that, at our facility, just because they're apart of this program it doesn't mean they automatically get the job," explains Koehn. "But it does show initiative which is a great attribute for a future leader."

While the facility has held just one workshop to date, the feedback has been excellent. Many employees expressed interest in continuing with the program.

"It's every leader's responsibility to prepare their staff for the next level," says Koehn. "When you look back on all I've done professionally, it's not about me – it's about the people I worked with who are now wardens or in other successful positions. I can be proud of that."

Sound Out

C/O Martinez at Davis Correctional Facility:

I think this is an excellent ideal. I am going to ask our training manager and warden if we can do the samething in our facility.

Ed Taylor at Marion County Jail 2:

I think that this is a wonderful idea. I am asking at my facility, as well

RUTH JOHNSON at TALLAHATCHIE COUNTY CORRECTIONS FACILITY:

IT WOULD BE GREAT TO HAVE THIS AT OUR FACILITY AS WELL

C/O Letrice Fonder at Tallahatchie County Correctional Facility:

I think it would be a great idea for tccf i'm think bout a new position myself.