This document provides guidance on effective interview skills and techniques for finding the right candidate for a position. It discusses the importance of ice breakers, properly formulated interview questions, and maintaining appropriate dos and don'ts during an interview. Specifically, it recommends: - Using open-ended questions to assess a candidate's competencies, honesty, and other qualities rather than yes-or-no questions. - Reading a candidate's resume and application thoroughly to find clues about their fit rather than asking direct questions. - Creating a respectful and positive atmosphere to allow candidates to openly share information rather than conducting interviews in an authoritative or unprofessional manner.

1. Interview
Effective interview skills and techniques in finding
the right candidate for right position

2. Contents
1.Ice breakers
2.Interview questions
3.Do’s and Don’ts
4.Role Play

3. Ice Breakers

4. Why do we conduct interview
with candidate?

5. It is because:
We want to know more about the candidate.
We need to find the right candidate……

6. There must be “Objective” that we want to
achieve through interview session.
How do we do it?

7. Interview questions
“Please share with me your past work experiences in chronological order?
<Objective>
-> Logic
To see whether the candidate is able to tell you his/her past
experiences logically.
-> Honesty
To see whether what the candidate has stated in his/her CV matches
what he/she is telling you.

8. “Can you tell me how BL works?
-> Competency
To see whether candidate is equipped with the relevant
knowledge and/or skills required in position.

9. Do not ask direct question.
But why??

10. Imagine if you go to the market and ask the fishmonger “Is this fish good?”
No fishmonger will say “This fish is going to rot.”
They would surely say “Yes, this fish is fresh and the meat is sweet.”

11. Interview questions
The same is applicable to interview.
For example:
“Are you a very committed person?”
“Are you able to work with all level of people?”
Everyone will surely answer:
“Yes, I am a committed person.”
“Yes, I can work with all level of people.”

12. How then can we through
the interview assess the
candidate to get to know
them??
↓
By reading through the CV
and the Employment
Application Form to find
clues….

13. For example:
If the position requires long working hours due to customer
demand, you would then want to assess whether candidate
can endure long working hours…

14. 1) Read through CV thoroughly.
2) Pay special attention to the reason(s) of leaving for past jobs.
3) If the reason stated is “Could not cope with long working hours.”, it is
a straight forward situation.
4) At times, reason(s) may implied that candidate could not cope with
long working hours.
5) For example “Too many OT hours needed to be performed.”; “Want to
spend time with my family.” etc.
6) If reason(s) are not stated in the CV, you can post question such as
“Can you tell me the reason(s) why you left this job?”
7) Candidate may answer you “because I don’t like long working hours.”

15. Remember “Do not ask direct question.”
If candidate is asked “Can you endure long working hours?”,
expect “Yes, I can” as candidate is keen to take up the job.
You should therefore ask questions through a conversation
which would lead the candidate in telling the truth.

16. Dos and Don’ts
Bad example:
Lack of interaction with candidate; looking at CV without any eye contact with
candidate.

17. Interview in an authoritative manner.

18. Avoid asking unprofessional question e.g. “Do you have boyfriend?”

19. Whistle during interview and speaking to candidate like talking to a friend.

20. Eat sweet or chewing gum during interview.

21. Even if you are busy or bothered by other job, you should not show your
impatience to the candidate.

22. Interviewer represents company and must uphold company’s image.
Unprofessional way of conducting interview will give negative impression
of company to the candidate.
Such negative impression will spread through words of mouth.
Candidate will not apply for the position even though Agents has
recommended the position because of negative impression formed about
the company.
-> Opportunity lost.

23. What should we do?

24. Respect candidate.

25. Study the CV before the actual interview. If this is not done, candidate may
doubt company’s interest in him/her.

26. Conduct interview with smile.
Remember, the objective of the interview is to get to know the candidate.
If you are not able to create an atmosphere for candidate to open their mind,
you are wasting time.

27. Half of the interview time is used to access candidate. The other half should be
spend in explaining the kind of candidate the company is looking for; and the
company’s expectations from the candidate after onboarding.

28. Same set of questions should be asked to every candidate applying for the same
position.
In this way, we would be able to compare candidates in a fair and consistent manner.

29. Role Play

30. The End