The document provides tips and statistics about effective interviewing. It states that 36% of interviewers look for multitasking skills, 31% initiative, and 21% creative thinking. It also notes that 47% wouldn't hire someone with little company knowledge, 33% decide within 90 seconds, and 50% may eliminate due to dress, actions or entrance. The document outlines developing structured interview guides, preparing for interviews, involving staff, and ensuring reliability and validity by evaluating if applicants can and will perform and fit the culture. It emphasizes the importance of the interviewer consistently evaluating needs, goals and responses of interviewees.

2. Prepared by
Ahmed Qandeel
_____________
Under supervisionUnder supervision
of
Mr. Mohammed
Manasra

4. Outline
•Objectives
•Introduction
•Purpose of interview
•Effective interview
•Interview Tips•Interview Tips
•Summary
•References

6. Do you Know that:
36% look for Multitasking skills!
31% look for Initiative!
21% look for Creative thinking!21% look for Creative thinking!
47% of interviewers said that they wouldn’t offer the job to a
candidate if they had little knowledge of the company.
33% knew whether they would hire someone in the first 90
seconds.
50% of interviewers think that a candidate can be eliminated
for the position due to the way they dressed, acted or walked
through the door.

7. 20% of interviewers said that candidates who sat with their
arms crossed during their meetings were not considered for
the role.
65% of interviewers said that candidates who failed to make65% of interviewers said that candidates who failed to make
eye contact didn’t get the role that they were applying for.
40% of interviewers stating that the quality of a candidate’s
voice and their overall confidence was a reason for not
taking their candidacy further.

8. 1.Clarify information gathered from applicant form.
2.Evaluate applicant’s responses to questions.
3.Determine the fit of applicants to position.
4.The interviewer provides information about the job
and organization.

9. 1.Developing structured interview guides:
A written document containing questions, direction,
process followed in interview and be specific to the job.
Provide relevant and effective questions.
Facilitate comparison between applicants.
Provide written record of the interview.
Reduce bias.

10. 2 .Preparing for the interview:
Manager should plan for interview.
All material be needed should be in hand.All material be needed should be in hand.
Interview place should be pleasant and quiet.
Advance arrangement for coffee or tea.
Proper time.

11. 3.Involving staff in the interview process:
Decentralization of decision making.
Strengthen team work.Strengthen team work.
Improve the selection.

12. 4.Interview reliability and validity:
Information collected in interview should answer 3
fundamental questions:
1.Can the applicant perform the job?
2.Will the applicant perform the job?
3.Will the applicant fit into the culture of the unit or
organization?

14. •• Interview is effective to the degree that the mangerInterview is effective to the degree that the manger
consistently evaluates needs , goals and behavioral responsesconsistently evaluates needs , goals and behavioral responses
of theof the interviewee.interviewee.
•• InterviewInterview is effective to the degree that the manger can knowis effective to the degree that the manger can know
how to use feedback , implementing and evaluatinghow to use feedback , implementing and evaluating goals.goals.
•• ProfessionalProfessional attitudes of warmth , acceptance objectivity andattitudes of warmth , acceptance objectivity and
compassion are essential for effectivecompassion are essential for effective interview.interview.

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Marquis Bessie L and Huston, Carol. Leadership Roles and
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p.p.344-352.