Interviewing Skills Workshop

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A brief look at interviewing skills.

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Interviewing Skills Workshop

  1. 1. Interviewing Skills Workshop<br />
  2. 2. Topics being covered..<br /><ul><li>What is an Interview?
  3. 3. Understanding Job Descriptions & Job Specifications
  4. 4. Why is it important?
  5. 5. Interview Techniques
  6. 6. Competency Based Interviews
  7. 7. Interviewing Mistakes
  8. 8. Pre-Interview Preparations
  9. 9. The Interview Process
  10. 10. Post Interview Process
  11. 11. The Interview Assessment Sheet
  12. 12. Questions </li></li></ul><li>What is an Interview?<br />
  13. 13. A selection procedure designed to predict future job performance on the basis of an applicant’s verbal responses to verbal enquiries<br />A process in which a potential employee is evaluated by an employer for prospective employment in their company, organization or firm<br />
  14. 14. Understanding Job descriptions & job specifications<br />
  15. 15. Job Descriptions are written statements that describe the:<br /><ul><li>Duties & Responsibilities of the role
  16. 16. Important contributions & outcomes needed from the role
  17. 17. Reporting relationship </li></ul>They are based on information received from:<br /><ul><li>Job Analysis
  18. 18. Understanding of competencies required
  19. 19. Goals of the organisation</li></li></ul><li>How do you write a JD?<br />The following steps may be followed:<br /><ul><li>Title of the position
  20. 20. Outline & organize the specific duties
  21. 21. List the attributes required
  22. 22. Write the Job Description
  23. 23. Simple English, precise and to the point
  24. 24. Job duties
  25. 25. Educational & Professional qualifications
  26. 26. Review the Job Description</li></li></ul><li>Job Specifications <br /><ul><li>summarize the human characteristics needed
  27. 27. Spells out important attributes in terms of education, skills, knowledge & abilities
  28. 28. The attributes may be classified into:
  29. 29. Essential Attributes – skills, knowledge, abilities a person possesses
  30. 30. Desirable Attributes – qualifications required both educational as well as professional
  31. 31. Contra-indicators – attributes that will become a handicap</li></li></ul><li>How do you write a JS?<br />The following steps may be followed:<br /><ul><li>The organisation
  32. 32. The title & team structure
  33. 33. The role itself
  34. 34. How the role will develop
  35. 35. Personal attributes / qualities needed
  36. 36. Remuneration
  37. 37. Location </li></li></ul><li>Why are interviews important?<br />
  38. 38. An interview process checks the candidate&apos;s fitness for the intended Job. Organizations will be successful with the right people in the right jobs. <br />Wrong Person<br />Right person<br />Selected<br />Not selected<br />
  39. 39. Interview techniques<br />
  40. 40. <ul><li>Numerous hiring mistakes take place during interviews
  41. 41. Usually, because a wrong interview technique is used
  42. 42. The different interview techniques used:
  43. 43. Traditional Interviews – resume based, direct questions, usually close-ended questions
  44. 44. Case based Interviews – a hypothetical situation, analytical skills, troubleshooting knowledge
  45. 45. Situational Interviews – more in-depth view of thought processes
  46. 46. Behaviourial Interviews – real world examples of a specific skill
  47. 47. Competency based Interviews – based on competencies required</li></li></ul><li>Competency based interviews<br />
  48. 48. What are competencies?<br />Competencies are:<br /><ul><li>General descriptions of the abilities needed to perform a role in the organization.
  49. 49. Described in terms such that they can be measured.
  50. 50. JDs typically list the tasks or functions and responsibilities for a role
  51. 51. Competencies list the abilities needed to conduct those tasks or functions.</li></li></ul><li>Types of competencies<br />There are different types of competencies that are identified for a position. These are basically divided into three main categories. <br /><ul><li>Managerial
  52. 52. considered essential for staff with managerial or supervisory responsibility.
  53. 53. include analysis and decision making, team leadership, change management, general business knowledge and skills, etc.
  54. 54. Behaviourial
  55. 55. an expression of the softer skills involved
  56. 56. include communication skills, customer service, team work, inter-personal skills, etc
  57. 57. Technical / Functional
  58. 58. essential to perform any job in the organisation within a defined technical or functional area of work.
  59. 59. includes competencies usually concerned with effective use of IT systems and computers, or any technical skills which are necessary for a job role.</li></li></ul><li>Few Competencies looked for in interviews<br />Managerial Competencies<br /><ul><li>Analytical Skills
  60. 60. Team Leadership Skills</li></ul>Examples of Questions:<br />Thinking Analytically: Breaks down problems, identifies information to be used for analysis, uses both qualitative & quantitative methods to analyse data.<br />Describe a time you had to analyse a problem, when did this happen, how did the situation arise, what data did you gather, how did you go about analysing the data and what were your recommendations.<br />Team Leadership: Actively take steps to build a cohesive and results-oriented team.  <br />Please describe a situation in your career in which you built a team using members from separate workgroups.  Be specific about the groups with which you worked, your common goal, the specific role you played in bringing everything together, and the outcome of the situation.<br />
  61. 61. Few Competencies looked for in interviews<br />Behaviourial Competencies<br /><ul><li>Communication Skills
  62. 62. Interpersonal Skills
  63. 63. Customer care Skills</li></ul>Examples of Questions<br />Communicating with others: Produces clear and effective communication, both in writing and verbally, both in formal and in informal situations.<br />Describe a situation in which you had to communicate a difficult message to either a group or an individual, when did this happen, what was the message to be communicated, why was this a difficult message, what approach did you choose, how did the audience respond and what feedback did you receive about the success of your communication?<br />Customer Care: Seeks to understand customer requirements and works to exceed them.<br />Describe a time you exceeded a customer’s expectations, when did this happen, what was your involvement, how did you establish the customer’s needs and how did you respond to those needs, how did the customer respond to what you did and how do you know that you had exceeded and not just met the customer’s needs?<br />
  64. 64. Few Competencies looked for in interviews<br />Technical / Functional Competencies<br /><ul><li>Computer Skills
  65. 65. Professional / Functional Qualifications</li></ul>Examples of Questions<br />Computer Skills: Has a basic understanding of key concepts related to general computer skills.<br />Describe how you would insert a table onto a word document, give examples of some commonly used excel formulae, how would you password protect a file, a cell, a worksheet; describe some animations used during a PowerPoint presentation, knowledge about using Microsoft Outlook for sending emails<br />Professional / Functional Skills: Has a deep understanding of how to apply human resources policies and procedures to assist line managers in delivering organisational goals.<br />Describe how you will administer a compensations and benefits program, manage a recruitment and selection program, demonstrate an understanding of relevant legal frameworks in hiring and firing employees, delivery of training programs.<br />
  66. 66. Interviewing mistakes<br />
  67. 67. Interviewing Mistakes include:<br /><ul><li>Talking too much
  68. 68. Gossiping or exchanging stories
  69. 69. Afraid to ask tough questions
  70. 70. Falling prey to the Halo / Horns effect
  71. 71. Asking leading questions
  72. 72. Stressing the candidate
  73. 73. Cutting it short</li></li></ul><li>Interviewing Mistakes also include:<br /><ul><li>Gravitating towards the centre
  74. 74. Rating candidates against each other
  75. 75. Poor preparation
  76. 76. Speedy hiring decisions
  77. 77. Not enough interviewers
  78. 78. No interview process in place in the organisation</li></li></ul><li>Pre-interview preparations<br />
  79. 79. <ul><li>Study the Job description carefully & list down relevant attributes required
  80. 80. Read the candidate’s resume completely & check:
  81. 81. Organisation of events
  82. 82. Clarity of description & conciseness of events
  83. 83. Unexplained breaks in education & service
  84. 84. Quality of the resume wrt template used, grammar, spellings etc
  85. 85. No external disturbances / distractions
  86. 86. No phone calls
  87. 87. Seating arrangements
  88. 88. Availability of stationery
  89. 89. List of questions</li></li></ul><li>During the interview<br />
  90. 90. <ul><li>Be prepared
  91. 91. Be positive & objective in your approach
  92. 92. Be an effective listener
  93. 93. Observe
  94. 94. Be patient</li></li></ul><li>Interview Structure<br /><ul><li>Opening, introduction about self and company, rapport building
  95. 95. Current & previous roles
  96. 96. Aspiration & awareness
  97. 97. Education & upbringing
  98. 98. Circumstances & interests
  99. 99. Closing, wrap up</li></li></ul><li>Types of Questions<br /><ul><li>Open-ended Questions
  100. 100. Close-ended Questions
  101. 101. Prompting / Encouraging Questions
  102. 102. Follow up Questions
  103. 103. Hypothetical / Situational Questions
  104. 104. Behaviourial, Descriptive Questions
  105. 105. “Dumb” Questions</li></li></ul><li>The Interview Funnel<br />START WITH AN OPEN ENDED QUESTION<br />LISTEN<br />NARROW DOWN TO SPECIFIC AREA<br />LISTEN<br />HOW DID THE PERSON GO ABOUT IT<br />LISTEN<br />FIND OUT MOTIVATIONS<br />LISTEN<br />ACHIEVEMENTS<br />LISTEN<br />SUMMARISE<br />AND SEEK<br />AGREEMENT<br />START WITH NEW AREA<br />
  106. 106. Attributes to look out for..<br /><ul><li>Appearance & Grooming
  107. 107. Communication Skills & Body Language
  108. 108. Personality
  109. 109. Approach to People & Situations
  110. 110. Maturity Level
  111. 111. Role Specific Requirements
  112. 112. General Initiative & Drive</li></li></ul><li>Wrapping up the Interview<br /><ul><li>Notice Periods
  113. 113. Non-compete clauses / contracts
  114. 114. Answering candidate’s questions
  115. 115. Selling the job / company
  116. 116. Explaining the next steps</li></li></ul><li>Post interview process<br />
  117. 117. <ul><li>Thank the candidate
  118. 118. Fill up the Interview Assessment Sheet
  119. 119. Shortlisted / Rejected  / 
  120. 120. Feedback
  121. 121. Next Round of Interviews (if required)</li></li></ul><li>The interview assessment sheet<br />
  122. 122. The Interview Assessment Sheet<br />What in an Interview Assessment Sheet?<br /><ul><li>It is a form which has particular questions / details that are required to be filled by the interviewer.
  123. 123. This form includes the candidate’s suitability to the job profile that he/she has applied for; it also rates the candidate against the relevant competencies required for the job profile.
  124. 124. It records the feedback and any remarks that the interviewer may have regarding the candidate during the interview.
  125. 125. It also records the result of the interview.</li></ul>Why do we require an Interview Assessment Sheet?<br /><ul><li>An assessment sheet is required to showcase the feedback of the interviewer about the interview and the candidate.
  126. 126. It gives an overview of the candidate.</li></li></ul><li>Any questions????<br />

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