Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Interview process and methods of conducting interview

2,938 views

Published on

  • Be the first to comment

Interview process and methods of conducting interview

  1. 1. Submitted to: Hetal ThakkarSubmitted by: Shruti Modi (43)Ruchit Doshi(26)
  2. 2.  Hemant Industries was founded in 1971 by an entrepreneur Dr.P.T.Shah. Thecompany served majority of the industries like IPCL, GSFC, IOC, L&T, TataChemicals Ltd., United Phosphorous Ltd., GACL, and many more industries inand around Baroda. Hemant Industries apart from Import substitution items, the productsmanufactured were Ball valves - which were supplied to the Baroda MunicipalGas line project - first of its kind in Gujarat. And also supplied to many large andmedium scale industries. Needle valves Vernier Manometers - forinstrumentation applications in industries. As the need rise, the company slowly switched over to the various products onsafety and thus started manufacturing Air Movers, Flange Guards. The goodreputation of providing quality service and good setup gained them the esteemapproval of the Department of Explosives, Government of India, Nagpur, for themanufacturing of the safety fittings.
  3. 3. Product Range Heminds Air MoverTo dilute the general atmosphere at aconfined space with fresh air, enough tokeep the concentration of toxic vapor in theconfined area within safe limits and toremove contaminated air, replacing it withAir suitable for breathing. HEMINDS FLANGE GUARDIt is a simple single joint strap, to be usedto fix on the flange joints. It is made ofPolypropylene and is durable and has gotresistivity for high pressures and hightemperature It can be used in acids..
  4. 4. Continue… Heminds Safety Fittings Heminds E-Kit Industrial Safety Helmet
  5. 5. Introduction: Good interviewing skills are key for successfullyselecting the best candidate. Asking the rightquestions helps you identify the right person for theposition. Asking the wrong questions can lead to legaldifficulties. An Interview is a purposeful exchange of ideas, theanswering of questions and communications betweentwo or more person.
  6. 6. Interviews reveal information about Interviewee opinions Interviewee feelings About the current state of thesystem Organizational and personal goals Informal procedures
  7. 7. Steps of conducting Interview.Planning the Interview prepare a detailed interview guide to help tostructure the interview, develop an interview guide and rating scale so youcan consistently and fairly evaluate each candidate, determine each interviewer’s role and review the candidate’s application documents.
  8. 8. There are five major steps in conducting aninterview: open the interview, ask questions about the application materials, ask the prepared questions and take notes, answer the candidate’s questions about the positionand close the interview.
  9. 9. Evaluating the interview To ensure that evaluations are consistent and fair, eachinterviewer should independently evaluate each candidateimmediately after the interview. This involves: rating how well the candidate meets each of the selectioncriteria and developing an overall suitability rating for each candidate. Interviewers should then meet as a group to reach consensuson which candidate is best suited for the position based on asatisfactory reference and background check.
  10. 10. Methods of Conducting Interviews1. Telephone2. Group3. Panel4. One-On-One5. On-Campus6. On-Site7. Sequential8. Behavioral9. Stress10. Case11. Technical12. Meal-time
  11. 11. Telephone Interview Be ready Use your notes/resume Introduce yourself clearly and directly Modulate your voice Eliminate any distractionsGroup InterviewInteract as a team playerShow personalityAvoid conflictKeep an eye on the interviewer
  12. 12. Panel Interview Several Interviewers Eye contact with each person More eye contact with questioner Patience and calm.One-On-One Interview Make good eye contact Match their “style” Remember body language Give examples
  13. 13. On-Campus Interview Usually only 30 minutes Extra “face time” Portfolio with resume and recommendations Company Material.On-Site Be alert Be polite to everyone! Be punctual (15 minutes early) Observe environment
  14. 14. Sequential InterviewTwo or more interviewsContinuous assessmentTour may be includedLunch may be included.Behavioural Interview Based on previous activities Requires specific examplese.g. interpersonal skills"Describe a time you had to work with someone you didnt like."e.g. leadership skills“Give me a time when you motivated others.”
  15. 15. Stress Interview Remain calm and tactful De-personalize the processExample Questions"(deep sigh) Well, if thats the best answer you can give ... (shakes head)Okay, what about this one ...?""How do you feel this interview is going?“Technical Interview Problem solving and creativity Specific knowledge Not only technical but interpersonal Brain teasers
  16. 16. Meal-time InterviewFollow interviewer’s leadShow social know-howBe discrete!Avoid messy food.Case InterviewTwo way discussionProblem solvingNo perfect answerStructured approachAsk questions
  17. 17.  The recruiting interview can be an effective means ofselecting employees, but it takes preparation that includesbecoming familiar with state, developing an applicantprofile, obtaining and reviewing information onapplicants, and developing a carefully structure interview. When the interview is concluded, conduct evaluations ofthe applicant and yourself.

×