The document discusses different types of interview questions and how to prepare for them. A traditional interview involves open-ended questions about a candidate's resume and experience. A behavioral interview asks candidates to describe how they handled past situations to demonstrate skills like problem-solving and leadership. Behavioral questions typically begin with "Tell me about a time when..." and ask the candidate to follow the STAR structure: Situation, Task, Action, Result. The document provides tips for preparing behavioral stories and example behavioral questions.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
Remember, jobs are not given based on examination marks.
One has to ace an interview. But, every interview does not end up with a job. So, don't lose heart. Analyse your shortcomings and keep going, till you achieve success. Best of Luck!
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
After you managed to get through your resume check, you successfully passed all of the aptitude tests (if any), you got an invitation for an interview. Congrats!
If you managed to get that far, you are halfway there. Now, it is important to make sure you are making the right first impression.
How to do this? Here's how.
Training for Human Resources (HR) - Recruitment & Selection Teams in performing a professional interviews with vacancies' candidates.
we will be talking about what is done before the interview (planning phase), and during the interview (conducting the interview), and after the interview (measuring the success).
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
Remember, jobs are not given based on examination marks.
One has to ace an interview. But, every interview does not end up with a job. So, don't lose heart. Analyse your shortcomings and keep going, till you achieve success. Best of Luck!
Not sure if you are getting the most out of your interview? Do you wonder if you are asking the most appropriate questions? This interview training presentation will help! Decrease turnover, take less time to fill a position, and avoid making any mistakes.
After you managed to get through your resume check, you successfully passed all of the aptitude tests (if any), you got an invitation for an interview. Congrats!
If you managed to get that far, you are halfway there. Now, it is important to make sure you are making the right first impression.
How to do this? Here's how.
Training for Human Resources (HR) - Recruitment & Selection Teams in performing a professional interviews with vacancies' candidates.
we will be talking about what is done before the interview (planning phase), and during the interview (conducting the interview), and after the interview (measuring the success).
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
How to prepare for interviews to get the job you want. Online interview training course. How to answer interview questions. Building rapport with interviewers.
Useful presentation from Sue Kellaway which focuses on Line Manager recruitment refresher training. It can be delivered in four hours which is great for time pressed Managers!
Best Practices for Behaviour-Based InterviewingMarina Dawson
This session will provide you with the knowledge and resources you need to confidently use behavioural interviewing to hire outstanding talent. Interviews are complex interactions that require the interviewer(s) to have both clarity and processes in order to confidently hire ideal candidates. This introductory webinar covers: the core principles of behavioural interviewing from start to finish; how to use behavioural interviewing in telephone screening, in-person interviews, and reference checks; and how to get a clearer picture of each candidate's suitability by using an ideal candidate profile in combination with various question types and interviewing techniques.
To replay the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/best-practices-for-behaviour-based-interviewing.aspx.
“Courage doesn’t happen when you have all the answers. It happens when you are ready to face the questions you have been avoiding your whole life.”
― Shannon L. Alder
This slide contains information about interview and various types of interviews like. Screening / Telephone Interview
Video Conferencing
One-on-One / Face to Face Interview
Group Interview
Panel Interview
Behavioural Interview
Sequential Interview
Hope this video will help you
Practice good nonverbal communication. ...
Dress for the job or company. ...
Listen. ...
Don't talk too much. ...
Don't be too familiar. ...
Use appropriate language. ...
Don't be cocky. ...
Take care to answer the questions
This course is designed to help you solidly prepare for your next interview. It gives you tips on how to anticipate interview questions, offers advice on how to tackle commonly asked questions, and proposes an effective method for structuring answers.
To enable interviewers to make informed decisions, you need to communicate relevant information about your skills, knowledge and experience. You also need to clearly demonstrate evidence of career achievements to date. Essentially, you have to know what information is important and how to communicate it effectively
Ultimate guide to interviewing for studentsInterviewBull
Tips and advice from graduate recruiters on how to sell yourself and what not to do at interview!
This is the ultimate guide to interviewing for students and recent graduates.
2. Be able to draw from a variety of experiences that demonstrate your skills and abilities. A good story can also combine work experience with a non-work experience (shows you can use the skill in a variety of settings). Examples may be from your work experience, your personal life or some social or other situation. Of course a unique work situation story (unless otherwise specifically requested) should take priority. Be as open, expressive and succinct as possible about each experience.
3. Let others help you out - use examples of quotes from bosses or customers, i.e., "My boss gave me a good performance review, they liked the way I stepped in to get the job done without being told to." This demonstrates your willingness to accept contribution, your flexibility and teamwork skills.
4. Think 'STAR' - Situation or Task, Action and Result. There are several variations of this acronym in the recruiting industry, but all of them are intended to provide structure and focus to your answers. When asked about a type of situation, the interviewer is looking at how you responded to it by via a specific example. Using the STAR model you would break your answer into the three segments of; description of the task, then the action you took, and the final measurable result.
5. Use recent examples. As you will be probed for detail around the situation, it is better to use events in the last 12-18 months as the detail will be clearer in your mind. Be specific as possible about your contribution and the quantitative results achieved. Specific absolute or relative (%) gains in areas such as cost or time savings will give you the interviewer a clearer picture of your abilities. If specific measurable results don't apply to your example, you might explain how it streamlined processes, empowered others or resolved communication or productivity issues.
6. Practice telling your stories until they are vivid and concise, one to three minutes long. An interview can be likened to a marketing activity, where you are the brand. You will only get an interview because your resume and past roles suggest that you have the appropriate technical skills set (your attributes). Often what separates you from the other candidates at the interview stage is the interviewer's belief in how you will fit into the company's culture and specific IT team (your personal benefits).
7. Remember, you are selling your technical AND personal skills. Being able to communicate your adaptability and relatedness at an interview is essential to becoming the leading candidate. This 'story telling practice' is an important preparation tool to assist you in creating a natural flow to your stories so that the interviewer can focus on your potential benefit to the client.
8. Ask to come back to the question. If you are stuck for an answer to a particular question, it is reasonable to ask the interviewer if you may move on to the next one and you'll come back it.Be ready for these questions tomorrow.<br /> * Can you give me an example of when you came up with a clever way to motivate someone?<br /> * Tell me about an important goal you've set in the past and how you accomplished it. <br /> * Think of a problem person you had to deal with, describe the situation and tell me how you handled it.<br /> * Give me an example of a colleague/ vendor/ customer who was hard to communicate with and tell me how you handled it.<br /> * Describe a situation in which you felt it was necessary to break company policy or alter procedures to get things done.<br /> * Give me a general description of your responsibilities in your current or last job.<br /> * Tell me about something you've done in your job that was creative. Think of a specific example. Tell me exactly how you handled it.<br /> * Tell me about a time you made a quick decision you were proud of.<br /> * Tell me about an important goal you've set in the past and how you accomplished it.<br /> * Do you know the expression 'to roll with the punches'? Tell me about a time when you had to do that.<br /> * When you had to do a job that was particularly uninteresting, how did you deal with it?<br /> * Tell me about a time when an upper level decision of policy change held up your work. How did you handle it?<br /> * Describe a situation in your last job where you could structure your own work schedule. What did you do?<br /> * Tell me about a time when you've stuck to company policy or procedure, when it might have been easier and more effective not to.<br /> * Think about a problem you might have had in being decisive, and tell me how you handled it.<br /> * Describe a time when you had to communicate some unpleasant feelings to a supervisor.<br /> * What's been your experience of dealing with poor performance of subordinates? Provide an example.<br /> * In your current position, what sort of decisions do you make without consulting your boss?<br /> * Can you think of any major obstacles you had to overcome in your last job? How did you deal with them?<br /> * What types of things have made you angry, and how did you react to those situations?<br /> * You've told me a lot of your strengths for this job. But I need to get a balanced picture and get some knowledge of where you might need some improvement. Describe for me a time when you made a mistake that illustrates your need to for improvement.<br />