Art of Interviewing !!!


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Interviewing is just not a chit chat .... its a reflection of the brand !!

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Art of Interviewing !!!

  1. 1. Hi .. I am an Interviewer!! Spark Nahi Hai !! Drive for Results Bhasad Sambhal lega ? Creative Think on the feet ! Killer Nahi Hai !!
  2. 2. Interview …Haah….Just a Chat ?
  3. 3. Interview Science
  4. 4. Ooops , I am in the Panel….What to do ?
  5. 5. When should I capture Notes / Feedback ?
  6. 6. What’s the science called ‘HIRE RIGHT’ / HIRE ON POTENTIAL ?
  7. 7. Define Your
  8. 8. Use the data of job analysis
  9. 9. Decide on number of interviewers
  10. 10. What do you hope to find out?
  11. 11. Plan potential probing questions in advance
  12. 12. What’s your hypothesis? Also, make sure you identify your own bias and beliefs!
  13. 13.  Treat the candidate as a guest  Provide Space  Block Time  No Interruptions  Explain the Process  Provide Information  Don’t Play Games
  14. 14. Types of Interviews  Directive  Non directive  Stress  Situational  Phone  Off site  Video conferencing  Progressive  Team  Competency based
  15. 15. Competency Based Interview ??
  16. 16. Example (E) Action (A) Result (R) EAR Model
  17. 17. Example (E) : What is the example of behaviour or experience that the candidate was faced with? What did you do when…………….
  18. 18. Action (A) : What did the candidate do and how was it done? Walk me through the steps you took……. Exactly what did you do…..?
  19. 19. Result (R) : What were the effects of candidate’s action? What was the outcome? What was the result?
  20. 20. Competency Based Interviewing  “Give us an example when you….”  “What did you do?”  “How did you make a difference?”  “How did you bring others along with you?” In other words….you, you and you!! “ Competencies are underlying personal characteristics that influence individual performance”… Competencies comprise of skills, knowledge, values and attitude
  21. 21. Role Competency 1 Competency 2 Competency 3 Competency 4 Competency 5 Competency 6 Interview 4 Culture Fit and Close Interview 4 Competency 2 Competency 4 Interview 3 Competency 5 Competency 2 Interview 2 Competency 3 Competency 6 Competency 1 Interview 1 Competency 1 Competency 2 Competency 5 D E B R I E F How to Drive a Competency Based Discussion
  22. 22. Break Please !!
  23. 23. During the Interview
  24. 24. Active Listening Receive Appreciate Summarise Ask From Julian Treasure’s TED talk ‘5 ways to listen better’
  25. 25. Ask open questions – don’t lead YAY • Who • What • When • Where • Why • How NAY • Did • Have • Are • Were • Will Were you trying to do A or B? What were you trying to do?
  26. 26. How to keep people talking Help me understand better Can you tell me the story about that? Tell me more… What else can you tell me about… What do you mean by…
  27. 27. Echoing and rephrasing This is confusing... Confusing... Yes, confusing. I wasn't sure whether...
  28. 28. Echoing and rephrasing …and so I decided to click on that link to go to the next page. Okay, so let me get this straight: first, you saw the link, and...what, again? I saw the link, and I thought to myself....(paraphrases self)
  29. 29. Conversational disequilibrium I wanted to download that application, but the instructions were so confusing… (trails off and stops talking) The instructions were confusing? And you expected… Confusing?...Because…. So then you… Mmmm hmmm.
  30. 30. How to deal with difficult people
  31. 31. The quiet one • So, tell me what you're trying to do here • What are you trying to get done right now? • How does this (part/page) compare with what you were expecting? • If the user falls quiet repeatedly: And by the way, if you could just let me know what's going through your head as you’re doing this...
  32. 32. The bored one • I noticed that you just hesitated a bit before clicking on that button. Can you tell me why? • Why don't we back up a bit? I was curious about what drew your attention to the tab you just clicked on? • Before we move on from here, I wanted to ask you about this part a bit more. What do you think about the range of choices they give you here? Is anything missing?
  33. 33. • That's really interesting, thanks for telling me about that. To come back to.... • Can I interrupt you? Sorry, I was actually curious if you could... The chatty one
  34. 34. Closing the Interview
  35. 35.  Power of documentation  Make a sales pitch but do not miss-sell!!!  Indicate closure time lines  Capture Feedback ( Objectivity ) The objective must be to hire the candidate who is BEST QUALIFIED to perform successfully on the job, not necessarily the candidate who does the best during the interviews
  36. 36. “ ROLE PLAYS “
  37. 37. Pitfalls  Going with the flow  Asking predicable questions  Whitewashing the job  Ignoring the question of ‘fit’  Letting a candidate's one major positive blind you to all other negatives
  38. 38. Typical  Selective attention “She is very good with excel. I didn’t feel the need to check other skills.”  Selective judgment “We would prefer people only from life insurance. Banks and non life will not work.”  Halo effect “His father is the Chief Justice. I’m sure he will also be intelligent.”  Contrast effect “The industry feedback on her is not very good.”  Influence of misleading signs “His personality was not very impressive.”  Similar to me “We happen to be from the same B school. I’m sure she’ll be a good.”  Stereotyping “All candidates from IIMs leave within one year.”
  39. 39. Don’tsDo’s &
  40. 40. Do Be the learner, not the expert Ask naïve questions Ask for specific stories Allow people time to think Listen! Take notes or record Take photos or collect artefacts
  41. 41. Don’t Be an interrogator Ask questions that sound like blame, or argumentative Ask for solutions Try to solve problems during the interview Ask what features people want Ask people to imagine theoretical situations