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Interview skill (2).pptx
- 2. What do they Test? 2 FICPL Personal Interview stresses on the following areas: • Goal Clarity • Knowledge • Communication Skills • Personality traits
- 3. Before the Interview • Collect information about the company • Go through the job description • Reconfirm Date and Venue • Frame/Draft excellent answers • Practice! Practice! Practice! 3 FICPL
- 4. Before the Interview • Carry Resume, Cover Letter, Interview Call Letter • Carry Documents and certificates • Groom in a professional manner • Be in a positive frame of mind • Be punctual. Arrive about 10-15 minutes earlier 4 FICPL
- 6. Your Entry • Ask for Permission to Enter • Go with a smile • Greet – Handshake and Greetings • Occupy a Chair 6 FICPL
- 8. • Utilise Thank you • No Lies • No Argument • Maintain Clarity in Thoughts and Speech • EYE contact • Posture and body language • Listen!!! 8 FICPL Your Conduct
- 9. During a job interview, following gestures are watched • Crossed arms – defensive • Crossed arms and legs – reserved and suspicious • Open arms and hands – open and receptive • Sitting in the chair shaking one of the legs – nervous • Rubbing or touching – not telling truth • Fidgeting with objects – restless • Shifting postures – uncomfortable • Avoiding eye contact – dishonest or lack confidence 9 FICPL Your Conduct
- 10. Types of Questions • Direct Questions – How does your work experience qualify you for the position? • Indirect Questions – Tell me about yourself • Hypothetical questions (Problem solving skill) – What would you do if a customer’s order was not shipped out on time? • Behavioral Questions – “Tell me about a time you took initiative.” (STAR MODEL )
- 11. • Tell me/us something about yourself • Why does this job interest you? Or why have you applied for this job? • Why do you think that we should select you? Or why should we select you? • What is your greatest strength? • What is your greatest weakness? • What is your greatest achievement? 11 FICPL Handling Questions
- 12. • What motivates you at work? • Are you ambitious? • What qualities would you look for, if you were recruiting someone for this position? • Have you attended other interviews? Or how is your job search going on? • Which companies are you talking to? • Are you ready to relocate? 12 FICPL Handling Questions
- 13. • Where do you see yourself 5 years from now? • How do you feel about doing repetitive work? • Would you like to work in a team or on your own? • Would you take up this job if we offered it to you? • Your expected salary? • What will you do if you are offered a job with a salary higher than this? • Do you want to ask us something about the company? 13 FICPL Handling Questions
- 14. Any Questions? • What are the opportunities for me to grow in this role and with the company? • What are the major goals that would need to be accomplished in this role? • Questions on current happenings of the company • Ask about Location or Job Description in case it is not clear before.
- 15. • Let the Interviewer talk about salary • Don't ask for refreshments, even if offered deny politely. • Place your briefcase/laptop on the floor and not on the table or lap • Don't interrupt the interviewer. • Make sure your cell phone is switched off and not visible • Don't smoke, chew gum, curse or eat garlic beforehand. • Avoid being touchy in an interview situation. • Don't imitate your interviewer's dialect 15 FICPL Pointers on Interview Impressions
Editor's Notes
- Direct Questions When you think of a job interview, you typically think of direct questions. They are questions that determine how an interviewee will focus answers. They are often part of phone interviews or traditional interviews, but they can be implemented at any stage of the interview process. You should use direct questions when you need specific information from someone. Example: How does your work experience qualify you for the position? Non-Direct Questions Non-direct questions are not specific. They are general questions that allow the person being interviewed to determine what information toinclude in the answer. Non-direct questions allow you to gauge how well someone can focus. They can also provide insight into the personalities of different prospects. Example: Tell me about yourself. Hypothetical or Situational Questions Hypothetical or situational questions determine how someone would behave in certain situations at work. Hypothetical questions are particularly useful in situational interviews, but can be asked at any stage of the interview process. Asking a hypothetical question will help gauge the problem solving skills of different candidates. To be fair, make sure that the questions are relevant and could actually happen. Example: What would you do if a customer’s order was not shipped out on time? Behavioral Descriptive Questions Behavioral descriptive questions are used to learn about a candidate’s past experiences and what type of impact they will have on future performance. A common example of a behavioral descriptive question is “Tell me about a time you took initiative.” Those being interviewed can share positive or negative stories that describe what they learned from their job experiences and how they can implement what they know. Candidates should answer the questions based on the STAR model. STAR: Situation: Candidates need to fully, but concisely, explain the circumstances of the situation. Task: Make sure they explain the tasks they completed or problems they addressed. Action: What course of action was taken and why? Results: What were the results of the action?
- Asking pertinent questions is a great way to gain the respect of the employer and to demonstrate that you have an awareness of the nature of the company and the kind of work they do. Relevant questions demonstrate a curiosity and awareness that they are not only interviewing you but you are interviewing them. The employer-employee relationship is not one sided. Your comfort and happiness in the job is just as important as their satisfaction with you as a member of the team.