Interview Skills For Employers

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Harvest Human Resources - boutique specialist, technical, executive recruitment provider assisted companies to learn valuable tips for interviewing from developing selection criteria and developing interview questions to interview coordination, interview preparation and interview techniques. Also Body Language tools to read and interpret thoughts through gestures. Workshop was extremely well received at Victoria's Small Business Festival. Email info@harvesthr.com.au or comment on our page to book a workshop at your work place or to attend our next forum. http://www.harvesthr.com.au

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Interview Skills For Employers

  1. 1. Interview Skills<br />With Maree Herath<br />
  2. 2. Introduction<br />Maree<br />Harvest Recruitment<br />
  3. 3. Objectives<br />Your experience (recruitment/interviewing) and the challenges you have found?<br />What do you seek from the session?<br />
  4. 4. Objectives<br />By the end of this workshop you will:<br />Understand the role interviews play in the hiring process<br />Gain the tools to effectively plan and undertake interviews<br />Use interview techniques appropriate for the role being recruited<br />Have a greater understanding of body language<br />Confidently make a hiring decision<br />
  5. 5. 1.0 Selection Process <br />Candidate Pool<br />Screen<br />Interview<br />Testing<br />Reference Check<br />Negotiate Offer<br />
  6. 6. 2.0 Screening Tools<br />
  7. 7. 3.0 Importance of a Good Interview<br />Benefits<br />Pitfalls<br />
  8. 8. 4.0 Why Interview?<br />4.1 Benefits for the Company/Employer<br />Make a selection decision<br />
  9. 9. 4.0 Why Interview?<br />4.1 Benefits for the Company/Employer<br />Get to know the candidate <br />
  10. 10. 4.0 Why Interview?<br />4.1 Benefits for the Company/Employer<br />Check against resume – does it stack up?<br />
  11. 11. 4.0 Why Interview?<br />4.1 Benefits for the Company/Employer<br />Fill in Gaps in Resume or Gain clarification<br />
  12. 12. 4.1 Benefits for the Company/Employer<br />To understand what your competing against (what else is happening)<br />
  13. 13. 4.1 Benefits for the Company/Employer<br />To get a feel for how your brand is perceived (market information)<br />
  14. 14. 4.1 Benefits for the Company/Employer<br />Brand your company, communicate the brand and latest developments<br />
  15. 15. 4.1 Benefits for the Company/Employer<br />Determine the key drivers of the candidate<br />
  16. 16. 4.1 Benefits for the Candidate<br />Candidate – Knowledge of the company, Impressions (good/bad), Branding<br />
  17. 17. 4.1 Benefits for the Candidate<br />Chance to showcase their skills<br />
  18. 18. 4.1 Benefits for the Candidate<br />To add to their resume<br />
  19. 19. 4.1 Benefits for the Candidate<br />To sell their value<br />
  20. 20. 5.0 Road blocks<br />Before you launch ... be aware of<br />5.1 Legislations – privacy, discrimination (age, sex, race)<br />
  21. 21. 5.0 Road blocks<br />Before you launch ... be aware of<br />5.2 Halo Affect<br />
  22. 22. 5.0 Road blocks<br />5.3 The quadrants to beware of<br />
  23. 23. 5.0 Road blocks<br />5.4 Have a sound interview structure, inform the candidate and stick to it<br />
  24. 24. 5.0 Road blocks<br />Don’t have judgement cast in stone based on the resume, keep an open mind.<br />
  25. 25. 5.0 Road blocks<br />5.5 Gain the answers that will reinforce that you are the candidate’s preferred choice – What attracted them to the role, the company, what makes them feel they are a strong candidate, what frustrations with current employer (prevents counter offers down the track)<br />
  26. 26. 5.0 Road blocks<br />5.6 The Tough Interview - does it work?<br />
  27. 27. 5.0 Road blocks<br />5.7 Aim to have every candidate leave wanting the job (be actively interested in them, their background), better to let down a candidate that is eager than try and motivate one sitting on the fence <br />
  28. 28. 5.0 Road blocks<br />5.8 Time frame for interview – be fair and give candidate every chance to succeed<br />
  29. 29. 6.0 Key Ingredients <br />6.1 Plan <br />
  30. 30. 6.0 Key Ingredients <br />6.1.1 Role and Questions<br />
  31. 31. 6.0 Key Ingredients <br />6.1.2 What are you looking for (technical, education, skills/experience, cultural fit)<br />
  32. 32. 6.0 Key Ingredients <br />6.1.3 Standardise – use a form, develop an interview form that can be used to cover standard elements with flexibility for notes on the specific role.<br />
  33. 33.
  34. 34. 6.0 Key Ingredients <br />6.1.4 Ratings – how will you rate answers<br />
  35. 35. 6.0 Key Ingredients <br />6.1.4 <br />Who(alone or more than one), <br />What (Icebreaker – general chit chat, style formal/informal, preference, skills, behaviours, attitudes), <br />Where(quiet no distractions), <br />When(timing from anticipated start date), How? Confidentiality/Timing/Structure (put into segments)/Explain the process<br />
  36. 36. 6.2 Interview Techniques<br />6.2.1 – Open Questions<br />These are questions designed to open up discussion.<br />Usually start with “Who” “What” “Where” “When” “Why” or “Tell me ...” or “Describe”<br />Activity <br />
  37. 37. 6.2 Interview Techniques<br />6.2.2 – Preference<br />What is your preferred ... job/job content/industry/company/location/salary?<br />What don’t you want? <br />What don’t you like?<br />Activity<br />
  38. 38. 6.2 Interview Techniques<br />6.2.2 – Preference<br />Why use Preference Based Interviews?<br />
  39. 39. 6.2 Interview Techniques<br />6.2.2 – Preference<br /> (i) Gives a framework to the candidate and their desires<br />(ii) Know very quickly if talking the same language<br />
  40. 40. 6.2 Interview Techniques<br />6.2.3 – Competency based/ Behavioural Interviews<br />
  41. 41. 6.2 Interview Techniques<br />6.2.3 – Competency based/ Behavioural Interviews<br />Questions that will reveal the way a candidate behaves.<br />
  42. 42. 6.2 Interview Techniques<br />6.2.3 – Competency based/ Behavioural Interviews<br />Previous performance being a measure of future performance.<br />
  43. 43. 6.2 Interview Techniques<br />6.2.3 – Competency based/ Behavioural Interviews<br />Start looking at the style and cultural fit of the candidate for the business<br />
  44. 44. 6.2 Interview Techniques<br />6.2.4 Technical Questions (based on your industry and the essentials required in the role)<br />Bringing it all together – Role Play<br />
  45. 45. 6.3 Body Language<br />Body Language<br />Body Language is the use of gestures, postures, position and distance which conveys a certain message<br />
  46. 46. 6.3 Body Language<br />Job Seeker Body Language - 1<br />Arm, hand or actual barriers - used when a person is amongst strangers or anywhere a person feels uncertain and insecure <br />Interpretation “The candidate is Nervous”<br />
  47. 47. 6.3 Body Language<br />Job Seeker Body Language - 1<br />Action – take some steps back to lighten the mood/discussion, until barriers open<br />
  48. 48. 6.3 Body Language<br />Job Seeker Body Language - 2<br />Leg Barriers<br />Particularly the “ankle lock” – the gesture is one of holding back negative attitude, emotion, nervousness or fear<br />Interpretation – “The Candidate is Nervous” or Does Not Agree<br />
  49. 49. 6.3 Body Language<br />Job Seeker Body Language - 2<br />Action – again reduce the stress level if possible or ask how they feel (especially if the action is taken as a result of a comment or question that has been made)<br />
  50. 50. 6.3 Body Language<br />Job Seeker Body Language - 3<br />Hand Clasping <br />Can be at different levels – eg. On lap, on table, in front of face. <br />The gesture shows an element of hostility or holding back a negative attitude <br />
  51. 51. 6.3 Body Language<br />Job Seeker Body Language – 3<br />Interpretation – The candidate doesn’t necessarily agree with what was said. The interviewer has said something that disappoints the candidate<br />Action – ask the candidate what they think/feel about what was said. Work towards opening the palms.<br />
  52. 52. 6.3 Body Language<br />Job Seeker Body Language - 4<br />Body position<br />Leaning forward can be interpreted as being engaged. Too far forward and they want to wrap up/leave.<br />
  53. 53. 6.3 Body Language<br />Job Seeker Body Language – 4<br />Leaning Back – can be interpreted as uninterested but may also be the person’s comfortable position. Leaning back with hands behind head is a power position<br />Leaning Back with arms and or legs crossed is a defensive position.<br />
  54. 54. 6.3 Body Language<br />Job Seeker Body Language – 5 <br />The Eyes<br />Sideways Glance – interest, collecting thoughts or hostile? Look at accompanying facial signals<br />
  55. 55. 6.3 Body Language<br />Job Seeker Body Language – 5 <br />The Eyes<br />Eyeblock (prolonged blink) – the person may be trying to block you out. Interpretation – Nerves or feels superior<br />
  56. 56. 6.3 Body Language<br />Are they lying???<br />Common deceitful gestures include:<br />Hand to face gestures; Ear, nose or eye rub; Hand over mouth; Neck Scratch; Collar pull<br />Shoulder Shrugs<br />Looking away<br />
  57. 57. 6.3 Body Language<br />Overriding Factors<br />Look for congruence – do other expressions support the gesture?<br />Address gestures in context – situation, circumstance and environment<br />
  58. 58. 6.3 Body Language<br />How To Lie ...<br />
  59. 59. 6.3 Body Language<br />
  60. 60. 7.0 Next Steps<br />7.1 Review – notes to remember candidate<br />Debrief with Others<br />Overall rating<br />Rating on Answers to Questions<br />
  61. 61. 7.0 Next Steps<br />7.2 Communication (so important)<br />
  62. 62. 7.0 Next Steps<br />7.3 Further testing, reference checking<br />
  63. 63. 7.0 Next Steps<br />7.4 Negotiation of Offer<br />
  64. 64. 7.0 Next Steps<br />7.5 One, Three and 12 Month Reviews<br />
  65. 65. 7.0 Next Steps<br />7.6 Training and Development Plan<br />
  66. 66. Interview Guide<br />
  67. 67. Thank You<br />
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