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.
Interviewing and Hiring Hiring Right the First Time
Overview of Training <ul><li>What to look for on an application </li></ul><ul><li>First impressions go both ways </li></ul...
Interviewing….. <ul><li>Asking questions designed to uncover how well persons have demonstrated competencies you are looki...
Interviewing…. <ul><li>Experience does not equal accomplishment </li></ul><ul><li>Education does not equal Competency </li...
The application <ul><li>Take the time to review the entire application </li></ul><ul><li>What is your gut feeling about th...
First Impressions <ul><li>Hygiene – hair, nails, clothing </li></ul><ul><li>Dress – appropriate for job interview </li></u...
Body Language Basics <ul><li>Eye contact </li></ul><ul><li>Smile </li></ul><ul><li>Handshake </li></ul><ul><li>Posture whe...
Interview Documents
During the Interview <ul><li>Pay attention to body language </li></ul><ul><li>Maintain eye contact </li></ul><ul><li>Inter...
Questions you can ask <ul><li>Start with generic ‘get to know you’ questions </li></ul><ul><ul><li>What have you accomplis...
Questions you can Ask <ul><li>Use probes – follow up on questions to get more specific information as well as to uncover t...
Illegal questions <ul><li>Questions should be job-related, potential employers should never use questions to find personal...
Unusual Questions <ul><li>Trying to catch a glimpse of candidate in an unrehearsed, unguarded moment </li></ul><ul><li>Rev...
<ul><li>Practice </li></ul><ul><li>Makes </li></ul><ul><li>Perfect </li></ul>
Upcoming SlideShare
Loading in …5
×

Interviewing And Hiring

736 views

Published on

Published in: Business, Technology
  • Be the first to comment

Interviewing And Hiring

  1. 1. Interviewing and Hiring Hiring Right the First Time
  2. 2. Overview of Training <ul><li>What to look for on an application </li></ul><ul><li>First impressions go both ways </li></ul><ul><li>Body Language – what do we convey </li></ul><ul><li>Review of Interview documents </li></ul><ul><li>Questions you can ask </li></ul><ul><li>Illegal questions </li></ul><ul><li>Practice makes perfect </li></ul>
  3. 3. Interviewing….. <ul><li>Asking questions designed to uncover how well persons have demonstrated competencies you are looking for and how they will demonstrate them for our company….. </li></ul><ul><li>Careful questioning can reveal values and motivations of the persons interviewed so you can determine if they have the attitude that will fit in our organization… </li></ul><ul><li>Anyone can tell you they know how to drive a forklift, but how many times they ran into the wall is more important…. </li></ul>
  4. 4. Interviewing…. <ul><li>Experience does not equal accomplishment </li></ul><ul><li>Education does not equal Competency </li></ul><ul><li>Given responsibility does not equal Positive Results </li></ul><ul><li>When they tell you what they did, don’t assume it was done well. </li></ul>
  5. 5. The application <ul><li>Take the time to review the entire application </li></ul><ul><li>What is your gut feeling about the application </li></ul><ul><li>Review work history closely </li></ul><ul><ul><li>Gaps in history </li></ul></ul><ul><ul><li>Dates employment was retained </li></ul></ul><ul><ul><li>Reason for separation </li></ul></ul><ul><li>Education level completed </li></ul><ul><li>References listed </li></ul><ul><li>Signed in all necessary spots </li></ul><ul><li>Felony on record </li></ul><ul><li>Do NOT write anything on the application </li></ul>
  6. 6. First Impressions <ul><li>Hygiene – hair, nails, clothing </li></ul><ul><li>Dress – appropriate for job interview </li></ul><ul><li>Smile – natural or strained </li></ul><ul><li>Eye contact – meeting with your eyes or downcast </li></ul><ul><li>Speech – professional, not rushed </li></ul><ul><li>Confidence level </li></ul><ul><li>Body language </li></ul>
  7. 7. Body Language Basics <ul><li>Eye contact </li></ul><ul><li>Smile </li></ul><ul><li>Handshake </li></ul><ul><li>Posture when walking </li></ul><ul><li>Posture when sitting </li></ul><ul><li>Position of arms </li></ul><ul><li>Position of hands </li></ul><ul><li>Position of legs </li></ul>
  8. 8. Interview Documents
  9. 9. During the Interview <ul><li>Pay attention to body language </li></ul><ul><li>Maintain eye contact </li></ul><ul><li>Interviewee should be using “I” statements </li></ul><ul><li>Use the SOAR method to get the best answer; </li></ul><ul><ul><li>S ituation that occurred </li></ul></ul><ul><ul><li>O bjective trying to meet </li></ul></ul><ul><ul><li>A ction that I took </li></ul></ul><ul><ul><li>R esult of my decision </li></ul></ul>
  10. 10. Questions you can ask <ul><li>Start with generic ‘get to know you’ questions </li></ul><ul><ul><li>What have you accomplished in the past that makes you uniquely qualified for the position? </li></ul></ul><ul><li>Keep questions open ended </li></ul><ul><ul><li>Tell me about a time when… </li></ul></ul><ul><ul><li>What were you trying to accomplish when… </li></ul></ul><ul><ul><li>Give me an example of… </li></ul></ul><ul><li>Look for positive and negative results to show how well they will perform, how well they react to mistakes, and if they take accountability for mistakes </li></ul>
  11. 11. Questions you can Ask <ul><li>Use probes – follow up on questions to get more specific information as well as to uncover the values and work ethics of the candidate </li></ul><ul><ul><li>Why- why is important, why you chose that method </li></ul></ul><ul><ul><li>How - How did customer react </li></ul></ul><ul><ul><li>When -When did this happen </li></ul></ul><ul><ul><li>Where -Where was supervisor during occurrance </li></ul></ul><ul><ul><li>Who- Who was involved </li></ul></ul><ul><ul><li>What- What did you learn from situation </li></ul></ul><ul><ul><li>Tell me more </li></ul></ul><ul><ul><li>Give me an example </li></ul></ul><ul><ul><li>Lead me through that process </li></ul></ul>
  12. 12. Illegal questions <ul><li>Questions should be job-related, potential employers should never use questions to find personal information </li></ul><ul><li>Cannot ask about health issues or previous workplace accidents </li></ul><ul><li>Cannot ask about the following and cannot be considered as a condition of employment; </li></ul><ul><ul><li>Race </li></ul></ul><ul><ul><li>Color </li></ul></ul><ul><ul><li>Gender </li></ul></ul><ul><ul><li>Religion </li></ul></ul><ul><ul><li>National Origin </li></ul></ul><ul><ul><li>Birthplace </li></ul></ul><ul><ul><li>Age </li></ul></ul><ul><ul><li>Disability </li></ul></ul><ul><ul><li>Marital/family status </li></ul></ul>
  13. 13. Unusual Questions <ul><li>Trying to catch a glimpse of candidate in an unrehearsed, unguarded moment </li></ul><ul><li>Reveals how someone thinks, how well they think on their feet </li></ul><ul><li>Don’t have right or wrong questions </li></ul><ul><li>Gives opportunity for creativity, humor, and showing poise when caught off guard </li></ul>
  14. 14. <ul><li>Practice </li></ul><ul><li>Makes </li></ul><ul><li>Perfect </li></ul>

×