interpersonal Skills - interviewing job applicants - presentation that cover some areas of interviewing techniques

1. Dr. Adel Zayed
Prepared By
Ahmed Khaled
Amir Omar
Ahmed Rafik
Ammar Aly 1810748
Ahmed Abdella 1810646
Salah Yousry 1810648

2.  Why Hiring The Right People
 Resources or People?
 Job description, Essential skills and Experience.
 Preparing for an interview
 Conducting the Interview
 Controlling the interview
 Types of interview
 Interviewing STAR method
 Psychometric Tests and 4 Aspects of Human Personality
 Aptitude Tests Versus Intelligence Tests

3. Why Hiring The Right People ?
The employees are the main factor when it comes to the
growth and success that a business will experience in the
future.
Without a core team of quality and effective employees
it is impossible for a business to stand apart, build a
brand, and develop a unique customer experience!

4. Why Hiring The Right People ?
A wrong recruitment decision reduces employee morale
and motivation
The candidate interview is a vital component of the
hiring process. To hire the most qualified candidates,
human resource professionals and hiring managers must
be well informed on how to conduct interviews
effectively.

5. Resources or People?
 Many people in business still talk about “human resources”.
What's worse is that, while they may acknowledge the dignity
of the individual and the importance of human development,
they still seem to view this issue from a purely economic
perspective, and financial performance remains the primary
factor when making decisions.!
 Middle of the 20th century workers began to be viewed as a
resource used to achieve corporate targets.
 Reducing a human being to a resource or a means to obtain
profits is in direct conflict with the ethical approach of valuing
the individual.
 Since the turn of the new millennium there has been an
increasing trend to refer to workers as partners or associates.

7. Job description, Essential skills and Experience
• A job description is the detailed job information in a
written format stating the role, responsibilities, duties,
job title, job location, etc.
• To hire perfect person, you need to start by
Well written Job description of the position
Don't get caught up with lots of bullet points, like "Office
Experience," and "Computer Skills."
Focus on what is absolutely necessary to be successful in such
position, A good description shouldn't over describe.
Describe what success looks like over specific periods of time
- typically 30, 90, 180 days and 1 year.

8. Strategies for writing an effective Job-description
Clear Title and Interesting Design and Well Structure.
Every Day Duties
Working Space and Environment
Sell The Job and Sell the Company
Education Requirements
Skills and Competencies
Salary
Brag a little
Avoid Unnecessary Requirements
Easy Application and Contact Details https://talentfore.com/blogs/strategies-effective-job-
description/

9. Strategies for writing an effective Job-description
Clear Title and Interesting Design and Well Structure.
Every Day Duties
Working Space and Environment
Sell The Job and Sell the Company
Education Requirements
Skills and Competencies
Salary
Brag a little
Avoid Unnecessary Requirements
Easy Application and Contact Details https://talentfore.com/blogs/strategies-effective-job-
description/

10.  Determine the critical success factors of the job.
 Rank—according to the job specifications—the most important qualities, experiences, education
and characteristics that a successful candidate would possess.
 Make a list of qualities, skills and types of experience to use to screen resumes and job interview
candidates.
 Select specific questions to determine whether an applicant possesses the critical success factors.
 Decide the type of interview process that will be used.
 Review beforehand the job description and the resume of each candidate to be interviewed.
 Schedule a planning meeting with the appropriate attendees, such as co-workers, an indirect but
interested manager or internal customers of the position.
 Determine who will interview the candidates.
 Plan the interview and the follow-up process.
 Decide on the applicant screening questions for the telephone screens.
 Identify the appropriate questions for the post-interview assessment of candidates by each
interviewer.

11. Conducting the Interview
• A successful and effective interview is one in which both the interviewer and the interviewee
receive accurate information and can make informed decisions about the applicant's suitability
for the job
• The interview process can be stressful for both the interviewer and the interviewee. It is normal
for an applicant to be nervous, so interviewers should try to put the person at ease from the
moment he or she enters the room
• encouraging the applicant to talk about a particular interest

12. Controlling the Interview
• interviewer must maintain complete control over the interview at all times. Establishing and
maintaining control requires, in addition to good questioning techniques, effective listening skills.
• Effective listening is challenging, partly because people are often more focused on what they're
saying than on what they're hearing
Listen to others as you would have them listen to you.
• Minimize internal and external distractions; focus only on what the applicant is saying.
• Listen to the full answer before asking the next question.
• Clarify the candidate's answers if necessary and ask if more information is needed.
Occasionally it may be useful for interviewers to restate an applicant's reply in their own
words.
• Watch the interviewee's facial expressions and body language.

13. Encouraging communication
 Begin in a manner that provides a comfortable
atmosphere for the candidate.
 Outline the interview objectives and structure.
 Try to ask questions that will facilitate discussion.
 Avoid questions requiring only a yes or no answer. Keep
the questions open-ended so that the applicant has the
opportunity to speak freely.
 Ask only job-related questions. Steer clear of personal,
private and discriminatory questions.
 Start with easier questions and gradually build to more
difficult or searching questions.
Ask only one question at a time.

14. Follow-up questions
• Could you please tell me more about . . . ?
• I'm not quite sure I understood. Could you tell me
more about that?
• I'm not certain what you mean by . . . Could you give
me some examples?
• Could you tell me more about your thinking on that?

15. Closing the interview
 Ask if the candidate is interested in the job based on the information
provided during the interview.
 Ask about availability.
 Ask for a list of people who can be contacted for references.
 Explain the time frame for the rest of the interviews, the subsequent
steps in the process and when a decision is likely to be made.
 Explain how to get in touch with the interviewer and when to expect to
hear from him or her.
 Walk the candidate to the door and thank the person for the interview.
Such steps can ensure the applicant is left with a positive
impression of the interviewer and the organization

16.  Behavioral Interview
 Apprentice Interview
 Puzzle Interview
 Stress Interview
 Case Interview
 Impromptu Interview

17.  During such interview, a hypothetical situation is given to the
candidates by the employer and is asked to describe in detail about
their response.
 When candidates starts telling their behavioral story, the
interviewer thoroughly examines their statement and identifies a
candidate’s specific behavior(s), skills, experiences and abilities.
 Aspects assessed by the interviewer during behavioral interview
◦ Self-confidence
◦ Professionalism
◦ Critical thinking
◦ Tactfulness

18.  During such interview, the candidate may be asked to
accomplish an actual task.

19.  The company evaluates performance and determines the
problem solving ability and skills on the basis of time taken
by the candidate to solve the problem.
 Software companies like Google, Microsoft, Facebook, etc are
excellent examples of companies which have adopted puzzle
interview
 Some examples of puzzle questions are“How many people are
using Facebook in San Francisco at 2:30 PM on Friday?”

20. Such interviews may be callous or provocative in nature in a
sense that interviewer may show less interest or hostile
behavior to the candidate.

21.  Case interview is one of the widely used methods of interview
in which interviewers provide a case or problem to interviewee
to solve.
 This method of interviewing is usually applied while hiring
consultants or employees for investment banks.
 At the end of such interview, the interviewer comes up with a
thorough report on verbal reasoning skill, presentation and
communication skill, commercial awareness and business
skills of the candidate

22.  Every candidate prepares oneself before attending any
interview. But impromptu interview is completely different
than rest of the interviews. It is the only interview which is
unplanned or unprepared.

23.  Provisions of various federal laws affect the types of questions that
organizations may ask an applicant during an employment interview.
For example, Title VII of the Civil Rights Act of 1964 prohibits
discrimination based on race, sex, color, national origin and religion
 The Age Discrimination in Employment Act of 1967 prohibits
questions about a person's age.
 The wide-ranging Americans with Disabilities Act of 1990 (ADA)
protects qualified individuals with disabilities from discrimination in
employment.

24. Psychometric Tests and 4 Aspects of Human Personality
• Positive Personality Traits
 Assess & Identify key
personality traits that can
influence cultural fitment,
trainability and Job Performance
• Dark Personality Traits
 Measure and identify the key
traits that impact the safety of
employees, customers and work
culture as a whole.
• Cognitive Ability
 Measures an individual to
think logically and their ability to
analyze any given situation and
derive logical conclusions
• Motivation, Value, Preferences
 Understand what drives and motivates
a person to perform at work by measuring
motivation, value and preferences .

25. Aptitude Tests
• Quantitative Aptitude
 xxxxxxxxxxxxxxxxxx
• Logical Reasoning
 YYYYYYYYYYY
• Verbal Ability
 ZZZZZZZZZZZZZZZZZ

27.  https://www.betterteam.com/how-to-interview-candidates
 Strategies for writing an effective Job-description
 https://talentfore.com/blogs/strategies-effective-job-
description/
 Why hire right people
 https://talentfore.com/blogs/leaders-hiring-right-people/