Interviewing PowerPoint Presentation Content Slides Include: • Learning objectives for this presentation • Definition/s of interview and interviewing • Etymology of interview and interviewing • The Interviewing Process • Interfering Factors • 6 pre-interview, interview, and post-interview objectives • A 4 point process for interviewing • 4 points on the importance of effective interviewing • 5 points on preparation and 4 tools for interviews • 5 points on the importance of job descriptions • 3 points on the purpose of job descriptions • 4 steps for creating job descriptions • 19 points for the various types of Interviews • 5 points on preparation and 3 points on probing the resume • 4 points on types of interviews and 4 points on interview ideas • 6 points on the opening and 8 points on interviewing for what • 6 points on why interviewers take charge • 3 points to embrace and 6 types of questions • 5 points on the sequence of questions and 3 points on permissible questions • 11 points on prohibited questions • 11 points on behavioral questions • 6 points on background questions • 6 points on job knowledge questions • 5 points on behaviors and 4 points on goal of a job • 7 points on observable factors and 16 points on unobservable factors • 5 points on not priming the pump and 5 offensive words • 3 points on setting the stage and 10 points on ground rules • 8 key points, 4 points on a 3-part task statement and 3 practice tips • 17 points on the team, 7 points on the power interview and 22 steps to success • Actions steps (16 points).

1. INTERVIEWING
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2. 2
Program Objectives
Interviewing
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Pre-interview.
Job Description.
Interview Format.
Interview.
Question Preparation.
Post-interview.
Decisions.
Learn about:

3. 3
Pre-interview Objectives
Interviewing
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Job Descriptions
Design job descriptions that identify the
qualifications a person needs to do a particular
job.
Utilize the job description as a basis for a
structured interview guide.
Use pre-interview planning formats on which
to do your recruitment “homework.”

4. 4
Interview Objectives
Interviewing
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Screen candidates through effective evaluation of
their resumés or job applications.
Identify the tools that are useful in conducting
an interview effectively.
Interview effectively by listening more and talking
less, and by asking useful, legally appropriate
questions.
Interview Format, Screening and Listening

5. 5
Post-interview Objectives
Interviewing
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Make sound hiring decisions based
on specific job criteria.
Final Decisions

6. STEP 3
STEP 2
11
A Four Point Process
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STEP 1
STEP 4
GATHER
ANALYZE
DECIDE
ACT
Interviewing

7. 14
Interactions Between Interviewer & Interviewee
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What happens between the interviewee
and interviewer tends to have a greater
influence on the outcomes of the interview
than do the actual job requirements.
Interviewing

8. 26
What is a Job Description?
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A job description is a written
statement that describes the main
objective of a job, its essential and
nonessential functions, job
qualifications, and other information
about the job.
Interviewing

9. 33
Preparation
Interviewing
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Choose a SETTING with little
distraction.
Explain the PURPOSE of the
interview.
Explain the FORMAT of the
interview.
Indicate the LENGTH of the
interview.
Ask the interviewee if they
have any QUESTIONS.

10. Probe the resumé
information. Ask:
“What steps do you
take at ABC
Manufacturing to
conduct a needs
analysis?”
Use resumé
information to probe
the person’s
background: “It
seems you achieved
a lot on your own at
ABC.”
“Which do you prefer: to
work alone or under
close supervision?”
36
Probing the Resumé
Interviewing
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11. 39
Types of Interviews
(1 of 9)
Interviewing
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Selection Interview:
An interview for
selecting an applicant
based on predicted job
success.
Appraisal Interview:
An interview for
discussing
performance after a
performance
appraisal.
Exit:
An interview for
discussing the reasons
for removal (mutual or
otherwise) from an
organization.
Adapted
From: “Interviewing
Candidates” by Prentice Hall

12. 40
Types of Interviews
(2 of 9)
Interviewing
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Unstructured Interview:
An interview that is
conversational and
unplanned.
Structured Interview:
An interview that follows a
plan and sequence for
questions.
Adapted
From: “Interviewing
Candidates” by Prentice Hall

13. 50
Interview Ideas
(2 of 2)
Interviewing
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Questions
Behaviors
Opinions
Values
Feelings
Knowledge
Sensory Experience
Background/Demographics

14. Behaviors 1
Opinions 2
Values 3
Feelings 4
Knowledge 5
Sensory Experience 6
Background/Demographics 7
62
Seven Types of Questions
Interviewing
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15. 63
Sequence of Questions
(1 of 2)
Interviewing
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Get the respondents
involved with the
interview as soon as
possible.
Before asking about
controversial matters,
ask about facts.
Intersperse fact-based
questions throughout
interview.

16. 86
Observable vs. Unobservable
Interviewing
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Reason for choosing “our organization”
General career aspirations
Interests and hobbies
Ability to appraise own strengths and weaknesses
Missing information
Physical appearances
Verbal facility
Observable

17. 90
Don’t Prime the Pump
Interviewing
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Describe the job in detail at the
outset, and you’ll meet the “perfect”
candidate – one who tailors his or
her image to
your specifications.

18. 93
Biased Remarks
Interviewing
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“We’ve never had a
black person work
here.”
“Women tend to be
absent more than
men.”
“We really need new,
young blood.”
Comments designed to discourage working at the organization, such as:

19. 103
Don’t Skimp
Interviewing
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If the candidate is worth
your time, spend the
time generously.
Engage in small talk to
get to know the
candidate better and
to put them at ease.
Allow time for the
candidate to ask
questions, and answer
them.
Ask questions of your
own.

20. Learn to identify some of the
common pitfalls encountered in
recruitment interviewing and to
avoid stumbling into these
situations.
121
Interviews as Appraisals:
Interviewing
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21. 129
The Team
(6 of 8)
Interviewing
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At this point the team
has all the data,
questions, and
scenarios written and
ranked.
The team will now
develop a time
schedule, an outline,
and any additional
forms needed to
enable the interview
process to run
smoothly and
efficiently.
The team will also
need to debrief the
candidates.

22. 136
The Power Interview
(4 of 7)
Interviewing
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4
Are there any unique qualities the candidate
needs to display or particular background
experience that you think would help them be
successful in this role?
If so, please elaborate.

23. 137
The Power Interview
(5 of 7)
Interviewing
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5
What, in your estimation, are the three or four
critical problems or needs that this leader
needs to address in the short run?

24. 162
22 Steps to Success
(21 of 22)
Interviewing
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21
We bring our winning candidate
on board with broad support
behind his or her candidacy.
We begin our relationship on the
best possible terms, with reason to
expect it to grow and prosper to
our mutual benefit.

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