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Consult-HR: Interviewing from recruiter perspective
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Consult-HR: Interviewing from recruiter perspective


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  • 1. What to expect from your job interview and how to be a better prepared candidate. Job Interviews from practical perspective
  • 2.  Name  Field of study  Year in the program  Why are you attending this seminar? Introductions
  • 3.  Prepare your profile – Resume – Cover letter – List of references and reference letters  Social media – LinkedIn – Facebook – Google yourself Applying for Jobs
  • 4. Preparing for the Interview  Study the job description – Required skills, knowledge, attributes  Study the organization – Website – Important dates and achievements – President/CEO  Review your own credentials and work history – Do not assume the interviewer(s) went through it all
  • 5.  Phone/screening interview – Preliminary and introductory – Likely with an HR representative  In-person interview  Panel interview – 2 or more interviewers – HR representative and manager/hiring lead Types of Interviews
  • 6. Types of Interviews  Group interview – Multiple candidates interviewed at once  Video conference interview  Serial interview – 2 or more separate interviews in sequence
  • 7. 1 2 3 4 5 6 Behavioural Situational Structured Unstructured Semi-structured Testing Interview Formats
  • 8.  Past behaviour predicts future actions/decisions  Based on specific past behaviours  Sample questions: – Tell me about a time when you faced a challenge. How did you resolve it? – Tell me about a time when you demonstrated working effectively under pressure – Provide an example of working in a team – Provide an example of dealing with a difficult customer. How did you handle it? Behavioural Interview Questions
  • 9.  Know your work history  Conclude each answer on a positive note  Demonstrate skills, abilities and work ethic Behavioural Interview Questions
  • 10.  Based on hypothetical situations  Sample questions: – What would you do if the work of a team member was not up to expectations? – What would you do if a project’s priorities suddenly change? – List the steps you would take to reach an important decision on the job. Situational Interview Questions
  • 11.  Combination of situational and other interview questions  Each candidate is asked the same questions  Results are scored and compared Eliminates bias Ensures objective decision making Structured Interview
  • 12.  No strict guidelines  Free-flowing, casual conversation More prone to bias More realistic overview of candidate Unstructured Interview
  • 13.  Combines structured and unstructured questions Semi-Structured Interview
  • 14.  Standardized testing to evaluate candidate’s fit and competence level – Administrative (MS Office) – Technical/trades – Fitness Testing
  • 15.  What to wear?  Smile  Hand shake  Eye contact  Body language  Small talk During the Interview...
  • 16.  Tell me about yourself – Direction of career – Brief overview of academic/career achievements  Strengths – Time management – Team player – Proactive – Fast learner “Difficult” Questions
  • 17.  Weaknesses – Skills development – Turn negative into positive  Salary – Range – Flexibility  “Do you have any questions?” “Difficult” Questions
  • 18.  Tell me about your degree/diploma. Why did you choose this field of study?  Why are you looking to leave your current job?  Why do you want to work here?  What are your career goals?  When are you available to start? Other Interview Questions
  • 19.  Follow up with a quick ‘thank you’ e-mail  Calling/e-mailing the recruiter to find out about the status of your application is OK! After the Interview
  • 20. THANK YOU! Presenter: Natalie Sidon HR-Administrator at: Organized by:
  • 21. Want to get involved?  We are hiring executives for the next year:  Come talk to ME after event.  Fill out the application form at  Club memberships are open for next year  Come talk to ME after the event. Membership fee: $20/year  Club is oriented on career and life skills development