Effective interviewing

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How to find the right candidate. How to complete the reference check. How to find out if they are a good fit. How to determine if they are a bully or not.

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Effective interviewing

  1. 1. Infonex Sept 08 Winnipeg, MBLisa Peckham, Senior AssociateCG Hylton and Associates Inc . 1
  2. 2.  5 steps to the interview process 1. Resumes 2. Interviews 3. Analysis 4. Reference Checks 5. Offer 2
  3. 3. ResumesSort resumes into 3 groups 1. Yes 2. No 3. Maybe 3
  4. 4.  In “yes” pile, put “Yes” criteria: every resume that piques your interest.  Qualifications  Experience This is the group you will contact first  Transferable Skills  Other Skills 4
  5. 5. “No” Group “Maybe” Group All resumes that do  Resumes that “fit” most not match your pre- of your criteria but not established criteria all This group you will  This group keep handy not contact in case your “yes” group doesn’t provide a suitable candidate 5
  6. 6. IMPORTANT NOTEAttending a job interview is ranked as one of the top stresses in life 6
  7. 7. IMPORTANT NOTEIt is the job of the interviewer to establish rapport & create a relaxed environment that will support the open & candid exchange of information 7
  8. 8. IMPORTANT NOTE Always remember, the purpose of an interview is to share enoughinformation so that both parties can make an educated decision. 8
  9. 9. Conduct the Interview1. Ask questions clearly and slowly and if a question is “charged” break it into parts2. If a candidate looks confused offer to repeat or rephrase the question3. Be prepared to probe in order to get all the information you want 9
  10. 10. Behavioral Based Interviewer TechniquesBe on High Alert Listening: Listen for “What I usually do is…” “We” not “I” “In times like that I like to…” Be focused – redirect the candidate to provide situations, role and results Allow silence – sometimes it takes a few minutes for a candidate to think of an answer 10
  11. 11. Behavioral Based Inter viewer TechniquesUse probing questions to obtain additionalinformation –  “Can you give me another example?”  “Can you be more specific?”  “What precisely was your role?”Allow the candidate to come back to aquestion if they just can’t think of an answer.Each member of the interviewing teamshould record the candidate’s responses. 11
  12. 12. Closing the Interview Allow an opportunity for the candidate to ask questions at the end Thank the candidate once again for coming out to the interview and let them know when they should expect to hear back 12
  13. 13. After the interview comes the difficult part! 13
  14. 14. Questions to ask yourself/your panel... Does this person have the qualifications we’re looking for? Does this person have the right skill set? How much training will this person take to get up to speed? 14
  15. 15. Questions to ask yourself/your panel... Will they “fit” with the rest of the employees? Do they “fit” with the sub-culture of the organization? Will they be an asset to the overall attitude of the organization? 15
  16. 16. If you answered YES to these questions, then it’s time for the Reference Check! 16
  17. 17.  Ask potential employee if you can contact their references Find out which are friends and which are past employees 17
  18. 18.  Listen carefully to what both say Most important question?????  Would you hire them again  Why or why not See attached handout for more questions 18
  19. 19.  Review all the details with the candidate Written employment contracts are strongly recommended Arrange for any pre-employment tests (i.e. Medical, drug, etc) 19
  20. 20.  Ask candidate if they have any questions Put in termination provisions, one week during first 3 mos (probation period), 3 weeks for every year of service…. Privacy Act 20
  21. 21.  Sort Resumes Ask good interview questions Analyze gathered information Check References Make the Offer 21
  22. 22.  Please call if you have any HR, or workplace issue that you are overwhelmed with We can help you We also are pleased to do Free Workshops for your organization (some limits apply) Let us know what your needs are and we will make it happen! 22
  23. 23.  HR Consulting  Benefits, Pensions, Job Descriptions EAP Salary Grids  Strategic Planning Wellness at Work  Drug and Alcohol programs Staff Morale  Dept re-orgs Training and Workshops  Leadership compensation Tel 403 264 5288 chris@hylton.ca 23
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