Interviewing Skills Workshop

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A brief look at interviewing skills.

A brief look at interviewing skills.

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  • 1. Interviewing Skills Workshop
  • 2. Topics being covered..
    • What is an Interview?
    • 3. Understanding Job Descriptions & Job Specifications
    • 4. Why is it important?
    • 5. Interview Techniques
    • 6. Competency Based Interviews
    • 7. Interviewing Mistakes
    • 8. Pre-Interview Preparations
    • 9. The Interview Process
    • 10. Post Interview Process
    • 11. The Interview Assessment Sheet
    • 12. Questions
  • What is an Interview?
  • 13. A selection procedure designed to predict future job performance on the basis of an applicant’s verbal responses to verbal enquiries
    A process in which a potential employee is evaluated by an employer for prospective employment in their company, organization or firm
  • 14. Understanding Job descriptions & job specifications
  • 15. Job Descriptions are written statements that describe the:
    • Duties & Responsibilities of the role
    • 16. Important contributions & outcomes needed from the role
    • 17. Reporting relationship
    They are based on information received from:
    • Job Analysis
    • 18. Understanding of competencies required
    • 19. Goals of the organisation
  • How do you write a JD?
    The following steps may be followed:
    • Title of the position
    • 20. Outline & organize the specific duties
    • 21. List the attributes required
    • 22. Write the Job Description
    • 23. Simple English, precise and to the point
    • 24. Job duties
    • 25. Educational & Professional qualifications
    • 26. Review the Job Description
  • Job Specifications
    • summarize the human characteristics needed
    • 27. Spells out important attributes in terms of education, skills, knowledge & abilities
    • 28. The attributes may be classified into:
    • 29. Essential Attributes – skills, knowledge, abilities a person possesses
    • 30. Desirable Attributes – qualifications required both educational as well as professional
    • 31. Contra-indicators – attributes that will become a handicap
  • How do you write a JS?
    The following steps may be followed:
    • The organisation
    • 32. The title & team structure
    • 33. The role itself
    • 34. How the role will develop
    • 35. Personal attributes / qualities needed
    • 36. Remuneration
    • 37. Location
  • Why are interviews important?
  • 38. An interview process checks the candidate's fitness for the intended Job. Organizations will be successful with the right people in the right jobs.
    Wrong Person
    Right person
    Selected
    Not selected
  • 39. Interview techniques
  • 40.
    • Numerous hiring mistakes take place during interviews
    • 41. Usually, because a wrong interview technique is used
    • 42. The different interview techniques used:
    • 43. Traditional Interviews – resume based, direct questions, usually close-ended questions
    • 44. Case based Interviews – a hypothetical situation, analytical skills, troubleshooting knowledge
    • 45. Situational Interviews – more in-depth view of thought processes
    • 46. Behaviourial Interviews – real world examples of a specific skill
    • 47. Competency based Interviews – based on competencies required
  • Competency based interviews
  • 48. What are competencies?
    Competencies are:
    • General descriptions of the abilities needed to perform a role in the organization.
    • 49. Described in terms such that they can be measured.
    • 50. JDs typically list the tasks or functions and responsibilities for a role
    • 51. Competencies list the abilities needed to conduct those tasks or functions.
  • Types of competencies
    There are different types of competencies that are identified for a position. These are basically divided into three main categories.
    • Managerial
    • 52. considered essential for staff with managerial or supervisory responsibility.
    • 53. include analysis and decision making, team leadership, change management, general business knowledge and skills, etc.
    • 54. Behaviourial
    • 55. an expression of the softer skills involved
    • 56. include communication skills, customer service, team work, inter-personal skills, etc
    • 57. Technical / Functional
    • 58. essential to perform any job in the organisation within a defined technical or functional area of work.
    • 59. includes competencies usually concerned with effective use of IT systems and computers, or any technical skills which are necessary for a job role.
  • Few Competencies looked for in interviews
    Managerial Competencies
    • Analytical Skills
    • 60. Team Leadership Skills
    Examples of Questions:
    Thinking Analytically: Breaks down problems, identifies information to be used for analysis, uses both qualitative & quantitative methods to analyse data.
    Describe a time you had to analyse a problem, when did this happen, how did the situation arise, what data did you gather, how did you go about analysing the data and what were your recommendations.
    Team Leadership: Actively take steps to build a cohesive and results-oriented team. 
    Please describe a situation in your career in which you built a team using members from separate workgroups.  Be specific about the groups with which you worked, your common goal, the specific role you played in bringing everything together, and the outcome of the situation.
  • 61. Few Competencies looked for in interviews
    Behaviourial Competencies
    • Communication Skills
    • 62. Interpersonal Skills
    • 63. Customer care Skills
    Examples of Questions
    Communicating with others: Produces clear and effective communication, both in writing and verbally, both in formal and in informal situations.
    Describe a situation in which you had to communicate a difficult message to either a group or an individual, when did this happen, what was the message to be communicated, why was this a difficult message, what approach did you choose, how did the audience respond and what feedback did you receive about the success of your communication?
    Customer Care: Seeks to understand customer requirements and works to exceed them.
    Describe a time you exceeded a customer’s expectations, when did this happen, what was your involvement, how did you establish the customer’s needs and how did you respond to those needs, how did the customer respond to what you did and how do you know that you had exceeded and not just met the customer’s needs?
  • 64. Few Competencies looked for in interviews
    Technical / Functional Competencies
    • Computer Skills
    • 65. Professional / Functional Qualifications
    Examples of Questions
    Computer Skills: Has a basic understanding of key concepts related to general computer skills.
    Describe how you would insert a table onto a word document, give examples of some commonly used excel formulae, how would you password protect a file, a cell, a worksheet; describe some animations used during a PowerPoint presentation, knowledge about using Microsoft Outlook for sending emails
    Professional / Functional Skills: Has a deep understanding of how to apply human resources policies and procedures to assist line managers in delivering organisational goals.
    Describe how you will administer a compensations and benefits program, manage a recruitment and selection program, demonstrate an understanding of relevant legal frameworks in hiring and firing employees, delivery of training programs.
  • 66. Interviewing mistakes
  • 67. Interviewing Mistakes include:
    • Talking too much
    • 68. Gossiping or exchanging stories
    • 69. Afraid to ask tough questions
    • 70. Falling prey to the Halo / Horns effect
    • 71. Asking leading questions
    • 72. Stressing the candidate
    • 73. Cutting it short
  • Interviewing Mistakes also include:
    • Gravitating towards the centre
    • 74. Rating candidates against each other
    • 75. Poor preparation
    • 76. Speedy hiring decisions
    • 77. Not enough interviewers
    • 78. No interview process in place in the organisation
  • Pre-interview preparations
  • 79.
    • Study the Job description carefully & list down relevant attributes required
    • 80. Read the candidate’s resume completely & check:
    • 81. Organisation of events
    • 82. Clarity of description & conciseness of events
    • 83. Unexplained breaks in education & service
    • 84. Quality of the resume wrt template used, grammar, spellings etc
    • 85. No external disturbances / distractions
    • 86. No phone calls
    • 87. Seating arrangements
    • 88. Availability of stationery
    • 89. List of questions
  • During the interview
  • 90.
    • Be prepared
    • 91. Be positive & objective in your approach
    • 92. Be an effective listener
    • 93. Observe
    • 94. Be patient
  • Interview Structure
    • Opening, introduction about self and company, rapport building
    • 95. Current & previous roles
    • 96. Aspiration & awareness
    • 97. Education & upbringing
    • 98. Circumstances & interests
    • 99. Closing, wrap up
  • Types of Questions
    • Open-ended Questions
    • 100. Close-ended Questions
    • 101. Prompting / Encouraging Questions
    • 102. Follow up Questions
    • 103. Hypothetical / Situational Questions
    • 104. Behaviourial, Descriptive Questions
    • 105. “Dumb” Questions
  • The Interview Funnel
    START WITH AN OPEN ENDED QUESTION
    LISTEN
    NARROW DOWN TO SPECIFIC AREA
    LISTEN
    HOW DID THE PERSON GO ABOUT IT
    LISTEN
    FIND OUT MOTIVATIONS
    LISTEN
    ACHIEVEMENTS
    LISTEN
    SUMMARISE
    AND SEEK
    AGREEMENT
    START WITH NEW AREA
  • 106. Attributes to look out for..
    • Appearance & Grooming
    • 107. Communication Skills & Body Language
    • 108. Personality
    • 109. Approach to People & Situations
    • 110. Maturity Level
    • 111. Role Specific Requirements
    • 112. General Initiative & Drive
  • Wrapping up the Interview
    • Notice Periods
    • 113. Non-compete clauses / contracts
    • 114. Answering candidate’s questions
    • 115. Selling the job / company
    • 116. Explaining the next steps
  • Post interview process
  • 117.
    • Thank the candidate
    • 118. Fill up the Interview Assessment Sheet
    • 119. Shortlisted / Rejected  / 
    • 120. Feedback
    • 121. Next Round of Interviews (if required)
  • The interview assessment sheet
  • 122. The Interview Assessment Sheet
    What in an Interview Assessment Sheet?
    • It is a form which has particular questions / details that are required to be filled by the interviewer.
    • 123. This form includes the candidate’s suitability to the job profile that he/she has applied for; it also rates the candidate against the relevant competencies required for the job profile.
    • 124. It records the feedback and any remarks that the interviewer may have regarding the candidate during the interview.
    • 125. It also records the result of the interview.
    Why do we require an Interview Assessment Sheet?
    • An assessment sheet is required to showcase the feedback of the interviewer about the interview and the candidate.
    • 126. It gives an overview of the candidate.
  • Any questions????