interviewing techniques -presentation

7/29/2019 Interviewing Techniques -Presentation

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A Presentation On


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Introduction

What is an Interview ?

Types of Interview

Prerequisites for an Interview

Strategies For Success at Interview

How to Interview Candidates ?

Conclusion Doubts and Queries ?


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What is an Interview ?

Oral tool to test a candidate

Procedure to find out skills, knowledge

and ability


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Types of Interview

Telephonic / Computer / Video Conferencing Interview One-on-One Interview

Serial interview

Sequential Interview

Panel Interview

Group Interview Situation or Performance Interview

Audition Interview

Stress Interview

Informational Interview

Directive or Structured Style Interview Meandering Style Interview

Mealtime Interviews

Follow-up Interviews

Behavioral Interview


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rerequ s es or anInterview

Arrive early

Relax and Freshen up

Take in the Atmosphere

Bring extra copy of your CV or Resume


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Strategies For Success at

Interview

First Impression

Body language

Know yourself

Know the company

Know the job profile


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First Impression

you never get a second chance to make a first impression.Matt Lauer (American Journalist)

Halo effect

Devil effect

Your appearance is all wrong

An obvious lack of confidence

Nothing much to say


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Get the Basics Right - Body

Language

Handshake

Body Posture / Gestures

Eye contact

Facial Expression

Reinforce what you are saying

examples

Be positive about things


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Who am I ?

What are my Skills, Strengths andWeaknesses ?

What are my Goals ?

Know your

self

Company Size Core Values

MISSION and VISSIONKnow yourcompany

Your role

Your Responsibilities

Are you ready to take that ?

Know yourjob


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How to Interview Candidates ?

Define your objectives before you

start

Select your questions in advance

Build an interview team

Layout Process

Legal and Illegal Inquiries

Create a Positive Image for Your

Organization

D fi bj ti b f


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Define your objectives before you

start

Describe the position's duties and the

technical knowledge and skills required to

do the job

Identify success factors: How did previous

top performers in this job behave?

Establish performance expectations: What

do you expect this person to accomplish?

S l t ti i


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Select your questions in

advance Icebreakers

Before we start, would you like a cup of coffee or glass of icewater?

Tell me about yourself?

Traditional Questions

What are your greatest strengths?

What is your experience with [competency, skill, function?

Why do you want to work for us?


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Situational Questions

How would you deal with an irate customer?

If we were to hire you, what is the first thing you would

do? How do you deal with stress on the job?

Behavior-Based Questions

Tell me about a crisis you could have prevented. Did

you do anything differently after the crisis had passed?

Tell me how you resolve crises by deploying your team

members. Give me a specific example?

Culture-Fit Questions What gave you the greatest feeling of achievement in

your last job? Why was this so satisfying?

Why did you choose this type of work?

What motivates you to work hard? Give me some

examples?


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Build an interview team

Whenever possible, have more than one

person interview candidates

Team should consist of both Technical

and HR person.

Team Members should not be biased or

stereotype.


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Layout Process

Before the InterviewPut candidates at ease

Don't judge on first impressions

During the Interview

Tell the candidate a little about the jobDon't be afraid to improvise

Listen

Take notes

Invite candidates to ask questions After the Interview

Let candidates know what they can expect

Compare notes and reach consensus


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Legal and illegal inquiries

Affiliations

Age

Alcohol or Drug Use

Criminal Record Culture/Natural Origin

Disability

Marital/Family Status

Personal Race/Color

Religion


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Create a Positive Image for Your

Organization

The job market is always competitive when looking for

good people. We need to realize that we're selling

ourselves as much as candidates are trying to sell

themselves. It's important to treat people well duringthe interview process. I never want to lose a potential

customer or cause a candidate to have a negative

impression of our company.

Joan Woodward, AVP and SeniorHR Business Partner at Fifth Third Bank


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Before we conclude lets

watch a movie clip


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Conclusion

Things which both interviewer and

interviewee should keep in mind

Dress Properly

Do your homework

Listen and try to understand things


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Doubts and Queries

interviewing techniques -presentation

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