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How to conduct an interview
This document provides guidance on how to conduct effective interviews for assistant managers, managers, and senior managers. It outlines the interview process and includes tips for preparing, structuring, and conducting interviews. The key aspects covered are determining the job requirements, developing standardized rating scales and questions, conducting interviews in three phases (introduction, body, and closing), and providing feedback to candidates. The goal is to improve interviewing skills and select the best candidates through a formal, structured interview process.
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How to conduct an interview
- 1. HOW TO CONDUCTAN INTERVIEW BY ASSISTANT MANAGER, MANAGER AND SENIOR MANAGER Made By:- Jitendra Singh Dongariya, Universal Business school, Karjat
- 2. OUTLINE OF PPT 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. Objectivesof presentation………………………………………………………3 Introduction …………………………………………………………………………..4 Structured Vs Unstructured…………………………………………………….5 Interview process………………………………………………..………………...6 Steps in interview design………………………..……………………………..7 Types of interview……………………………………………………………….…8 Job analysis…………………………………………………………………………..9 Analysis of Required key competencies for job……………………..10 Interview format………………………………………………………………....11 If candidate are more then GD and Aptitude…………................12 Evaluation structure……………………….…………………………………….13 Rating scale structure…………………………………………………………..14 Interviewer’s approach………………………………………………………..15 Three phases of interview..……………………………….………..........20 Adjust yourself………………………………………………….………...........24 Define do’s…………………………………………………….…………...........25 Define don’ts………………………………. ………………….………………….26 Solutions……...…………………………......…………….........................28
- 3. Objective of presentation •How to conduct a successful and effective interview. • Improve the overall interview process and to get desired results. • Target to improve the interviewing skills of:1. Assistant manager 2. Manager 3. Senior manager
- 4. Introduction • Interviews areused as part of the formal selection process in which candidates are screened or ranked based on their scores. Types of interview:Selection interview Appraisal interview Exit interview A selection interview is a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries
- 5. Structured and unstructured interview Reliable Valid StructuredInterview Unstructured Interview 1 All candidates are asked the same questions in the same order. 2. All candidates are evaluated using a common rating scale. 3. Interviewers are in agreement on acceptable answers. 1. Candidates may be asked different questions. 2. A standardized rating scale is not required. 3. Interviewers do not need to agree on acceptable answers
- 6.
- 7. Steps in Interview Design JobAnalysis Rate the Job Duties Create Interview Questions Create Benchmark Answers Appoint Panel & Conduct Interviews
- 8. Types of interviews •Depending on the number of candidates you need to interview, you can select a variety of interview formats, such as: 1. Initial phone interview:- to narrow down a large list of candidates 2. Individual interview:- between hiring manager/supervisor and candidate 3. Group or panel interview 4. Multi-interviewer approach
- 9. Job analysis The purposeof a job analysis is to identify the requirements of the job and the competencies necessary to perform them Identify job tasks responsibilities competencies required Position descriptions
- 10. Analysis of Required keycompetencies for job . Identifying the critical competencies 1 . Range of competencies 2 Examples Behavioral competencies Functional competencies
- 11. Interview format(content) Behavioral interview Situational Interview Stressinterview Job related interview
- 12. GD and Aptitudetest 1. 2. 3. 4. 5. 6. More number of candidate Check analytical skill Check group behavior Check leadership approach Check attitude Check basic knowledge
- 13. Evaluation structure • Determinea rating scale that you will use to evaluate candidates’ responses. • It can be as simple as a 1-5 scale • (1= Low, 3=Average, 5= Outstanding), • Adjectives such as Unacceptable, Acceptable, and Excellent.
- 14. Rating scale structure Proficiencylevel Behavioral competencies Functional competencies Expert (level-5) Exceptionally difficult situation Demonstrates Key resources Comprehensive Advises other Expert understanding of concept and process Advance (level-4) Considerably difficult situation Broad understanding of concept and process Immediate (level-3) Difficult situation Require Occasional guidance Understanding of concept and process Basic (level-2) Somewhat difficult situation Familiarity with concept and process Awareness (level-1) Simplest situation Require regular guidance Awareness of concept and process
- 15. Interviewer’s approach • Do interviewin a quiet room with no interruptions • Review resume and make notes • Know the duties of the job • Focus questions on skills that are a must • Don’t make snap judgments • Be friendly
- 16. Question yourself • Remember:Ask yourself how good are your interview techniques? Do you know :1. what to Look for in a candidate 2. questions to ask to bring out the right information? 3. spot if someone is exaggerating or hiding the truth? 4. how to manage either overly talkative or less communicative candidates? 5. Are you talking too much and not letting the candidate speak?
- 17. Prepare your self The pastperformance is one of the best predictors of future performance. • Question must based on :1. Behavioral 2. Specific situations 3. Functional skill 4. Past experience Example:“Tell me about a specific time when you had to deal with a difficult customer complaint. Describe your actions. What was the outcome?”
- 18. Prepare a listof questions 1.knowledge, skills and abilities for the position. 2. Prioritize the list of the most important job qualities and prepare job-related questions 3. Focused on past behavior 4. Question should be open-ended. 5. Give some real/hypothetical case 6. Identify the topic
- 19. Questions.… 7. College experiences 8.Work experiences—summer, part time, full time (one by one) 9. Goals and ambitions 10. Reactions to the job for which you are interviewing 11. Self-assessments (by the candidate of his or her strengths and weaknesses) 12. Present outside activities
- 20. Three phases ofinterview 1. Introduction 2. Body of interview 3. Closing of interview
- 21. Introduction 1. Conduct attheir place of work where possible 2. Always state the reason for the interview and how it will be conducted 3. Put the interviewee at ease 4. Ask the interviewee if they agree to you taking notes 5. Ask for water & tea
- 22. Body of interview 1.Listen to the answers and request clarification if necessary 2. Avoid making criticisms or taking sides 3. Keep control of the interview: refocus the interviewee if they are rambling or clarify if they misunderstood the question 4. Stay focused and follow your interview guide 5. Allow the interviewee to ask questions
- 23. Closing of interview 1.Thank the interviewee 2. Advise them what the next steps are and the timeframe 3. Give feedback
- 24. Adjust yourself Relaxed andconfident Avoid closed questions, use open questions to draw them out Do not tolerate threatening behaviour. If anger is directed at you: • admit your mistake if you are wrong • stay calm, avoid getting angry in return If anger is directed at others: • do not get involved and do not taking sides • correct misinformation tactfully 24 • do not challenge honestly held opinions
- 25. Do (right interviewingbehaviour) Create rapport Make notes Be sincere Be objective Be courteous Verify your findings Separate fact from fiction Pitch the interview at the right level Keep within the scope of the interview Establish the option to ask follow up questions Wrap up the interview and thank the interviewee for their time. 25
- 26. Don’t (Poor interviewingbehaviour) × Did not make an appointment × Arrived late × Was rude × Exhibited one upmanship ×interviewexplain the purpose of the Did not × Did not explain the scope of interview × Used jargon × Became confrontational × Was inconsiderate × Talked down to the interviewee × Abruptly ended the interview × Did not explain what happens next
- 27. Don’t…… × Arrive withoutwarning × Forget interviewee’s name or role × Show off × Criticise × Interrupt × Be impatient × Use coarse language × Fidget, lounge or appear bored × Go over time without agreement from interviewee × Fail to thank the interviewee for their time 27
- 28. Solutions Competency Based Interview(CBI) • Situation: Example- “Tell me about a situation in which you had to deliver some unwelcome news.” • Approach:Example- “How did you go about breaking the news?” • Outcome: Example- “How did the person take the news?”
- 29.