Effective interview


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Effective interview

  1. 1.  Structured Interview  Uses a set of standardized questions asked of all job applicants  Useful for initial screening and comparisons  Benefits • Obtains consistent information needed for selection decision • Is more reliable and valid than other interview formats
  2. 2.  Behavioral interview  Applicants are asked to give specific examples of how they have performed a certain task or handled a problem in the past  Helps discover applicant’s suitability for current jobs based on past behaviors  Assumes that applicants have had experience related to the problem Situational interview  Applicants are asked how they would respond to a specific job situation related to the content of the job they are seeking
  3. 3.  Nondirective Interview  Applicants are queried using questions that are developed from the answers to previous questions  Possibility of not obtaining needed information  Information obtained may not be job-related or comparable to that obtained from other applicants Stress Interview  An interview designed to create anxiety and put pressure on an applicant to see how the person responds  The interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance
  4. 4. PanelIndividuals Interviews Interviews Video TeamInterviewing Interviews
  5. 5.  First impressions  The tendency for interviewers to jump to conclusions—make snap judgments—about candidates during the first few minutes of the interview  Negative bias: unfavorable information about an applicant influences interviewers more than does positive information
  6. 6.  Misunderstanding the job  Not knowing precisely what the job entails and what sort of candidate is best suited causes interviewers to make decisions based on incorrect stereotypes of what a good applicant is Candidate-order error  An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question
  7. 7.  Nonverbal behavior and impression management  Interviewers’ inferences of the interviewee’s personality from the way he or she acts in the interview have a large impact on the interviewer’s rating of the interviewee  Clever interviewees attempt to manage the impression they present to persuade interviewers to view them more favorably
  8. 8.  Effect of personal characteristics: attractiveness, gender, race  Interviewers tend have a less favorable view of candidates who are: • Physically unattractive • Female • From specific origins • Disabled
  9. 9.  Interviewer behaviors affecting interview outcomes  Inadvertently telegraphing expected answers  Talking so much that applicants have no time to answer questions  Letting the applicant dominate the interview  Acting more positively toward a favored (or similar to the interviewer) applicant
  10. 10.  Structure your interview:  Base questions on actual job duties  Use job knowledge, situational, or behaviorally oriented questions and objective criteria to evaluate the interviewee’s responses  Train interviewers  Use the same questions with all candidates  Use descriptive rating scales (excellent, fair, poor) to rate answers  Use multiple interviewers or panel interviews  If possible, use a standardized interview form  Control the interview  Take brief, unobtrusive notes during the interview
  11. 11.  Situational Questions:  Suppose a co-worker was not following standard work procedures. The co-worker was more experienced than you and claimed the new procedure was better. Would you use the new procedure?  Suppose you were giving a sales presentation and a difficult technical question arose that you could not answer. What would you do? Past Behavior Questions:  Based on your past work experience, what is the most significant action you have ever taken to help out a co-worker?  Can you provide an example of a specific instance where you developed a sales presentation that was highly effective? Background Questions:  What work experiences, training, or other qualifications do you have for working in a teamwork environment?  What experience have you had with direct point-of-purchase sales? Job Knowledge Questions:  What steps would you follow to conduct a brainstorming session with a group of employees on safety?  What factors should you consider when developing a television advertising campaign?
  12. 12.  Prepare for the interview  Secure a private room to minimize interruptions  Review the candidate’s application and résumé  Review the job specifications Establish rapport  Put the person at ease Ask questions  Follow your list of questions  Don’t ask questions that can be answered yes or no
  13. 13.  Uses action words and key words Length is 1-2 pages long Looks attractive (even margins, blocked type, clear headings, etc.) Has balance between words and white (blank space) Is clear and focused Uses perfect grammar, spelling, and punctuation
  14. 14.  Speak clearly with a normal tone of voice. Do not raise your voice or shout into the phone. Do not use the loudspeaker of the phone If the person speaks English, you must answer in English; If Chinese, use Chinese If you are in a noisy place, ask the person to wait a moment and quickly move to a quiet location where you can talk and have a clear signal (avoid going to the WC to talk!) Have a pen and paper handy in case they invite you for an interview, so you can write down the details of the date, time and location Be sure to get the name and the telephone number of the person who called you
  15. 15.  Be familiar with your own resume and be able to discuss in detail any of your relevant experiences, skills and abilities Practice your answers to the most common interview questions Research and become familiar with the company Make sure you are familiar with the job requirements and responsibilities Prepare some questions that you want to ask the interviewer Bring the following materials and organize them neatly into leather portfolio or briefcase  Resumes (English and Chinese)  Cover letters (English and Chinese)  Diploma  Certificates  Letters of recommendation  ID card  Hukou (Residency permit)  Copy of job advertisement
  16. 16.  Tips for men:  Wear dark colored suits and jackets, with white shirt and tie (preferably red without too much obvious pattern)  Wear a watch (shows you care about time!)  Make sure clothes have no dirt or stains and are without wrinkles  Freshly wash and comb hair  Fresh shave and well-cut fingernails  Shine your shoes  Do not wear too much perfume  Bring briefcase or portfolio in leather (not plastic)
  17. 17.  Tips for women:  Wear skirts or pant suit with jacket. Wear white or light colored shirt. Avoid very bright colored shirts of “pretty” patterns  Avoid excessive jewelry. If you want to wear earrings, bracelets and so forth, keep them small and simple style  Avoid “sexy” clothes for corporate jobs  Wear stockings or pantyhose if wearing a skirt  Shoes should not have excessively high heels, although if you are short, you should wear high heels  Avoid too much make-up or perfume  Do not bring large purse or handbag. Bring your interview materials in a professional portfolio
  18. 18.  Do NOT wear:  Jeans (blue, black or any color)  Sunglasses or cap/hat  Sports shoes or clothing  Short socks; white socks (sock color should match color of pants)  Short skirts  Excessive perfume or colognes  Excessive jewelry  Wrinkled, un-pressed outfits or suits  Dirty shoes
  19. 19.  EVERY contact with ANYONE from the company is part of the interview! Tips for making a good impression:  Use firm handshake and look at interviewer in eyes when greeting him/her  Control nervousness  Be polite and use formal style to address the interviewer  Be positive—never say anything negative about yourself or others  Be open-minded and flexible  Be honest—don’t lie about or exaggerate your qualifications, experience or background  Be modest, but not too modest—remember you are trying to “sell” yourself  Listen carefully  Answer questions directly and briefly  Try to smile and act pleasant—not overly serious
  20. 20.  Use SAR approach:  Situation  Action  Result
  21. 21.  Why ask questions during an interview:  Shows good preparation. Asking good and thoughtful questions, will show that you do know something about the company and that you have prepared well for the interview  Decide if you and company are a good match. Learning more about the position will help you decide better if you are a good match in terms of your interests, skills and work values  You can avoid “job hopping”. Many people have the attitude, “I will just try it and see”, but this attitude shows lack of respect for the effort and expense of the company in hiring and training you and also shows that you are too lazy to do your research about the company in the first place and make a good decision  Shows you confidence. Companies respect confidence, they respect someone who knows what they want
  22. 22.  Leave your interviewer with the right picture of you. End the interview repeating your strongest qualification that matches the job requirements Ask if there is anything else you can provide, such as references, background information or work samples State your interest in the position. Don’t be overly anxious, but act interested. Remember to mention the added value you can bring to the job Ask about the next step in the process. It’s important for you to know the next step so you can follow up. Ask for the decision date Find out how to contact them. If you don’t hear back, you will need to know who to contact and whether they will accept calls to check the status
  23. 23.  After the interview, you should follow-up with a short note or e-mail thanking the person for their time and also expressing your continued interest in the position.