Interview Training


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This training will help you be a better interviewer!

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Interview Training

  2. 2. WHY INTERVIEWS? What what what what???!!! (about interviews) WHY DO WE CHOOSE PEOPLE?
  3. 3. What kind of people we need?
  4. 4. TALENT POOL 1ST year Student Right Motivation Background Global Competenci es
  5. 5. SELECTION FLOW Application form Interview Selection
  6. 6. AIESEC – house of Change Agents
  7. 7. STRUCTURE Parthenon of Ancient Greece • building that has survived the test of time • strong foundations which support solid pillars which hold up the roof
  8. 8. Global Mindset • Works effectively with individuals of other cultures and backgrounds, different styles and abilities, capitalizing on their insights and ideas; • Shows openness and flexibility towards differences in opinion, and challenge own opinion • Demonstrates ability to adapt and adjusts to new situations/ places/ people Observation
  9. 9. Entrepreneurial Outlook • Comes up with innovative ideas/ solutions/ approaches in order to increase performance (of self/others/organization); • Achieves results by managing resources (material and personal), processes and risks effectively; • Works to achieve goal in spite of barriers or difficulties; actively works to overcome obstacles by changing strategies, increasing efforts, using Observation
  10. 10. Emotional Intelligence • Actively listens to others; correctly interprets messages and responds appropriately • Establishes good interpersonal relationships by helping people feel valued, appreciated, supported and involved. Observation
  12. 12. 1. PREPARATION Analysis of background information: ▪ Application – general data ▪ Application – previous experience and motivation Preparation of interview questions: ▪ What would you like to know more considering the background information? ▪ What are the competencies you need to assess (the GCM)? Preparation of interview environment/room
  13. 13. 2. INTRODUCTION • Presentation of interviewers: ➢ Who are the interviewers (names, roles in AIESEC, etc)? • Introduction of interview structure & Objective of Interview: ➢ How is the interview organized, are there any specific sections? • Planned interview duration: ➢ How long may the interview last? • Informing about confidentiality: ➢ All the gathered information stays in AIESEC • Agreement from the candidate: ➢ Has the candidate agreed with the structure, duration etc?
  14. 14. 3.TRADITIONAL INTERVIEW Questions about interest and motivation: Why the candidate is interested in AIESEC? To go for an international volunteering experience Questions about education: ➢Where and the candidate is studying? ➢How are the studies going? Questions about working experience: ➢What are the current and former working experiences and experiences in other organizations? ➢Does the candidate have career plans for the future? Questions about free time and hobbies: ➢How does the candidate spend his/her free time?
  15. 15. How to find motivated candidates? Questions about motivation: ➢Why are you interested in AIESEC? ➢Why are you interested to go with AIESEC in GCDP? Questions about responsibility/availability: Do you have that kind of experience where you engaged with some new activity, but after some time you decided, that it`s not interesting enough and/or you don`t have enough time for that?
  16. 16. 3.2 Competency based interview Competence is a monitoring combination of KNOWLEDGE, SKILLS and ATTITUDES. Competences associate with usage of skills and behaviour - thereby they are assessable and possible to develop (still it takes lots of time for development). Competency based interview focuses on assessment of description of actual behavior – examples , situations.. It`s important to analyze FEELINGS – ACTION – THINKING.
  17. 17. Interview based on competency Global Mindset: ➢Please describe a situation where you had to work with a difficult person. How did you handle the situation? Is there anything you would have done differently? ➢Imagine you need to work in an international team where you don’t knows each other and the countries are from 3 different continents. What kind of problems or misunderstandings can come up? How do you see your role in managing these situations? Entrepreneurial Outlook: ➢Give an example where you had to innovate around a task or responsibility that you had been given. ➢What have been the 2 biggest challenges in your life that you have had to take? How did you succeed?
  18. 18. Interview based on competency Proactive Learning: ➢What accomplishments from your past have given you the most satisfaction? Why? ➢What kind of activities are you using besides your studies in order to increase your knowledge?
  19. 19. Program Based Competency - oGCDP Open to diverse cultures Responsibl e and sustainable Goal Oriented Impact driven Customer Relationshi p Global Mindset - strongest competency needed
  20. 20. HOW TO ASSESS THE COMPETENCIES? Weak answer: ➢Candidate is not able to describe concrete situations. ➢Candidate uses consistently “we” form. ➢Candidate is hesitating. Intermediate answer: ➢Candidate can bring out situations with some facts. ➢Candidate is insecure in the answers. Strong answer: ➢Candidate describes a concrete situation with concrete facts (FEELINGS, ACTIONS, THINKING). ➢Candidate is confident while describing the situations. ➢Candidate does not use “we” form.
  21. 21. 4. SUMMARY OF INTERVIEW/ENDING Compulsory Questions: ➢OPS ➢Conference/HeADCo for Eps maybe ➢Fee Questions from the candidate: ➢Is there anything else the candidate would like to say about himself/herself? ➢Are there any questions about AIESEC and the program? ➢ Descriptions of further process: ➢ How and when the candidates will receive the feedback/answer? ➢ Thanking the candidates: ➢ Even if you realize during the interview that the candidate is not qualified enough, you should always thank the candidate for his/her interest and time spent!
  22. 22. MAIN HINTS: What should you do? ➢You should consistently ask specified and detailed questions (“What did you do then?”, “How did you feel then?” etc) . ➢You should praise the candidate for detailed answers. ➢You should handle one situation at a time. ➢You should get the whole picture about the situation. ➢ What should you avoid? ➢Accepting general information (“We did ...”, “Usually I do that ...”). ➢Letting the candidate change the topic before getting the information you need. ➢Telling the candidate what you are assessing.
  24. 24. MAIN MISTAKES: Interviewer makes conclusions based on first impression. Candidate who is similar to the interviewer seems to be more qualified (and attractive). Interviewer asks several questions at a time: ➢What are your hobbies, how much time they take and how often are you dealig with these? Interviewer asks a question and gives a variety of responses: ➢What are your personality traits? Are you hard-working, loyal, honest? Interviewer gives too much positive feedback: ➢“Very good!”, “Excellent!” etc.
  25. 25. MAIN MISTAKES: Interviewer allows candidate to use “we” form. ➢“Then we did that ...”, “Then we thought that ...” etc. Interviewer does not specify candidates answers and candidate gives general description about situations. Interviewer does not make pauses and does not give time to think. Interviewer talks too much: ➢Interviewer should speak 20% and candidate 80%.
  26. 26. HOW IS MADE THE FINAL DECISION? Motivation Values
  27. 27. REASONS FOR REJECTION Candidate hasn’t shown commitment Candidate doesn’t show any of the competencies Candidate’s values do not match with AIESEC AIESEC doesn’t contribute to what the candidate wants to achieve in life
  28. 28. Q & A TIME