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Selection interview
 

Selection interview

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    Selection interview Selection interview Presentation Transcript

    • Selection/Interview Prepared by Rati Kiria
    • Selection MethodsInterviews can take many forms and styles. The type of interviewingrecommended throughout the University is Criteria-Based BehavioralInterviewing. This type of interviewing is based around the criteria identified in the person specification – the essential and desirablecriteria. It is therefore really important to prepare a good personspecification right at the start of the recruitment process. or
    • Other criteria, e.g. interpersonal skills, which can be called “soft criteria”can only be assessed through an interview. By clearly identifying yourcriteria on the person specification and how you intend to assess eachof these, you will ensure that you are:• thoroughly checking each candidate against the right criteria• able to plan the whole process to include any tests etc.• fairly applying the criteria to each candidate• able to discriminate fairly between candidates• not missing an important aspect of the requirements
    • Definition of selection The selection method is the process of gathering and analyzing the information about a person for the purpose of offering new job. There are 2 stages:define the requirement set up the selection method accordingand objective of selection to that requirement
    • What is Important factors in selection method?There are various factors : education, job experience, cognitive abilitytests, integrity test, personality tests, IQ tests, interview, references. Big BUTEffective selection requirements should be blueprinted, either by gaining expertviews or conducting an appropriate job analysis.
    • Examples of SelectionThere are also other two important factors previous work experience andother characteristics.Example: 1 (JAPANESE AUTOMOBILE) Japanese automobile companiesgenerally consider organization dedication, social need and skills, andattention in work.( www.fbe.hku.hk/Programme/Undergraduate/doc/courses/2008-2009/BUSI0075/Fit.pdf Article accessed on 29/01/2011)Example: 2 (TOYOTA USA ) The selection process of Toyota (USA) takesminimum eighteen hours which consists of a “general knowledge exam,attitude test, interpersonal skills, assessment centre, an extensivepersonal interview, and a physical exam”.(www.fbe.hku.hk/Programme/Undergraduate/doc/courses/2008-009/BUSI0075/Fit.pdf Article accessed on 29/01/2011) Article accessedon 29/01/2011)
    • InterviewThe interview is the most critical component of the entireselection process.The 8 Major Types of Interviews:Informational InterviewScreening or Telephone InterviewIndividual InterviewSmall Group or Committee InterviewThe Second or On-Site InterviewBehavioral-Based InterviewTask Oriented or Testing InterviewStress Interview
    • Top 10 Interview errors1. Dont PrepareNot being able to answer the question "What do you know about this company?"might just end your quest for employment, at least with this employee.2. Dress InappropriatelyDressing inappropriately can work both ways. You will certainly want to wear a suitif you are interviewing for professional position.3. Poor Communication SkillsIts important to communicate well with everyone you meet in your search foremployment. It is, however, most important to positively connect with the personwho might hire you4. Too Much CommunicationBelieve it or not, a recent candidate for employment, who, by the way, didnt getthe job, didnt hesitate to answer his cell phone when it rang during an interview5. Talk Too MuchThere is nothing much worse than interviewing someone who goes on and on andon... The interviewer really doesnt need to know your whole life story
    • 6. Dont Talk EnoughIts really hard to communicate with someone who answers a question with a word ortwo. I remember a couple of interviews where I felt like I was pulling teeth to get anyanswers from the candidate7. Fuzzy FactsEven if you have submitted a resume when you applied for the job, you may also beasked to fill out a job application.8. Give the Wrong AnswerMake sure you listen to the question and take a moment to gather your thoughtsbefore you respond. Like the following candidate, youll knock yourself out ofcontention if you give the wrong answer.9. Badmouthing Past EmployersYour last boss was an idiot? Everyone in the company was a jerk? You hated your joband couldnt wait to leave? Even if its true dont say so. I cringed when I heardsomeone ranting and raving about the last company she worked for10. Forget to Follow UpAfraid you didnt make the best impression? Are you sure that you aced theinterviewed? Either way, be sure to follow up with a thank you note reiterating yourinterest in the position and the company.
    • Questioning TechniquesThe success of an interview depends heavily on the interviewerslistening and using the right type of questioning at the appropriatetime. The interviewer(s) should listen for the majority of theinterview, while maintaining control of the interview so theapplicant doesnt take it over. A general standard is the 80/20 rule -the interviewer(s) should listen at least 80 percent of the time andtalk only 20 percent of the time.