interview skills 2015

8/17/2019 Interview Skills 2015

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INTERVIEW SKILLS


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Objective of The Session

• Interview – Introduction

• Types

• Interview Preparation

• Interview Evaluation

• Body Language & Appearance

• Dos & Don'ts

• Important Questions


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Interview

Dierent types – post performance, exit,problem solving and !B I"TE#$IE%.

Also called Employment interview.

!ost "idely #sed method.

$ombined "ith other tests. %&D, Aptit#de,extempore etc'

(ormal in depth conversation todra")s#bstantiate inp#ts for employability.

*t provides most be+tting inp#ts to assessmatchability "ith organiational c#lt#re.


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-hat is a ob *ntervie"/

• 01231 min#te sales pitch of 45o#,

*nc6• Determining +t "ithin an

organiation

• Your chance to determine ifyou want to work at theorganization/ with these

people/ in this function


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!ethods of *ntervie"s

• 7anel *ntervie"

• &ro#p *ntervie"

• Telephonic)video *ntervie"

• (ace2to2(ace *ntervie"


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Types of *ntervie"

8ased on $ontact

One to One 7anel

!ne to !ne

2 Only one intervie"er at a time.2 !ax information solicited abo#t 9no"ledge, s9ills, etc.2 $andidate lesser scared, therefore, gives more

information.

2 *ntervie"er free of gro#p thin9, thereby he dra"s better

concl#sion2 :o"ever, intervie"er may not have expertise of related

s#bjects2 have sequential interviews.

2 7ossible "hen n#mber not large


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T57;S O( **;-

8ased on $ontact

One to One 7anel

Panel Interview-


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Types of *ntervie"

8ased on *nteraction 7attern

Str#ct#red *ntervie". @nstr#ct#red *ntervie".

Depth *ntervie".

Stress *ntervie".

tructured Also (nown as )ig)ly organi*ed+ patterned or

directive,

-ost common interview,

Assumption t)at ma.imum in/o can 0e o0tained0y pre1 designed 2uestions,

Pattern is generally same /or all candidates,

3ni/ormity+ )owever candidates tend to pass on

in/o to ot)ers

3 t t d I t i


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3nstructured Interview

Also called non1directive interview,

"o pre1planned 2uestions 0e/oreinterview,

Questions emerge as interview

proceeds, 4andidate encouraged to e.press

as /reely as possi0le on su05ectsli(e6 motivation+ am0ition+ interest

and so on, uc) interview can )ave deep

insig)t o/ a candidate i/

interviewer )as desired s(ill toro0e,

D t I t


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Dept Interv ew

emi1structured in nature,

Involves 2uestions in (ey areasw)ic) interviewer )as studied inadvance+ li(e6 )ome li/e+

education+ e.perience+ aptitude+ 7)o00ies7interests7inclinationetc,

Interviewer may provide in/o a0out

organi*ation+ nature o/ 5o0+ salary+0ene8ts developmentopportunities,

#e2uire )ig) s(ill,

t I t


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tress Interv ew

• To +nd ho" candidate behaves in

stressf#l sit#ation.• Stressf#l sit#ation – as9ing #estions

rapidly, criticiing his

ans"ers,interr#pting, droppingsomething etc.

• To embarrass and fr#strate him)her.

• Does candidate get #pset, conf#sed

and frightened /• (or job in stressf#l sit#ations


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*ntervie" 7reparation

• =evie" yo#r $>) application

• Bno" yo#rself and be able toartic#late s9ills, strengths,accomplishments, and career goals

• Bno" the instit#te or organiation.

• A"are of general environment byreading ne"s papers C magaines.


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8ody ang#age

POSITIVE Leaning forward = interest

Smiling = friendly

Nodding = attentive and alert

Eye contact = curious and focused

NEGATIVE

× Crossed arms = defensive× Fidgeting hands or tapping feet = nervous or ored

× Lac! of eye contact = untrustworthy

× Leaning ac! = discomfort


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Appearance

• Dress formally and "ell groomed 5o# "illnever get a second chance to ma9e agood impression

• -ear something that ma9e yo# feelcomfortable

• @se simple accessories li9e simple je"elry, "atches, ties, etc


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Dos

• I/ provided a /orm+ 8ll out neatly,

• Do greet t)e interviewer9s: & dos)a(e )ands 8rmly,

• Do ma(e good eye contact wit) yourinterviewer9s:

• #emain calm+ rela.ed+ and 0e yoursel/

• Do s)ow ent)usiasm

• Do ma(e sure t)at your good points


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Donts

• Don;t ever lie, Answer 2uestions trut)/ully+/ran(ly and to t)e point,

• Don;t answer 2uestions wit) a simple yes; orno;, E.plain w)enever possi0le, I t)in(+? >Iguess+? >pro0a0ly?,

• Avoid answering a 2uestion i/ you are not clear,


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%)y I got #e5ected@

• $ague and irrelevant answers tot)e 2uestions

• $ery 8dgety= little eye contact6nervous mannerism+ suc) asplaying wit) )air+ nail 0iting etc,

• 3tter super8cial remar(s toimpress t)e interviewer – pro5ectwor(


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ST;7S *< **;- 7=O$;SS

Preparation /or interview

P)ysical setting

4onducting interview

4losing interview

inalising evaluation

7reparation for *ntervie" by $ompany


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7reparation for *ntervie" by $ompany

Time is short for intervie" – more details

in preparation. *ntervie"er needs certain 7erforma and

info for ma9ing his job easier.

=e2intervie" preparation re#ired inrelation to follo"ing infoE2

a: De8ning o05ective o/ interview,

0: Determining met)od o/ interview,

c: Determining num0er o/ interviewers,d: Preparing 0rie/ resume o/ candidates,

e: %or(ing out administrative details,


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Determining


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$ond#cting *ntervie"

• ;stablish rapport ) ma9e candidate feelmentally comfortable.

• Soliciting information • In addition to 5o0 related speci8c 2uestions somein/ormation see(ing 2uestions are =1

=ecording *nformation – *n addition to necessity foreval#ation, candidate believes in serio#sness of

intervie".


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4L!I"< I"TE#$IE%

4losing as important as0eginning,

It creates 8nalimpression,

Be/ore closing as(candidate i/ )e7s)e wouldli(e to say somet)ing,

T)an( )im7)er,


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;val#ation

o I/ possi0le )ave it recorded in2uanti8a0le terms,

o -ust 0e done immediately,

o Evaluations may 0e individual orpanel 0ased,

o ollow it up 0y ma(ing merit list,

o end to competent aut)ority,


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F#alities of ;ective *ntervie"er

• -aturity and positive outloo(,

• Be a0le to control ego and notinvolve emotionally in an issue duringinterview,

• ave ade2uate (nowledge o/

0e)avioural pattern o/ 5o0 )olders /orw)ic) candidate is 0eing interviewed,

• %armt) and aCection,

• Tec)nical (nowledge,• nowledge a0out recent events t)at

)ave aCected organi*ation,

• Be a good listener,


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IneCective Interview Process

• *ntervie"er starting intervie"

"itho#t developing rapport – noteliciting proper info.

•


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*ntervie" ;val#ation

• $on+dence

• *nterest

• *nitiative

• Sincerity

• Tact• $omm#nication

• =es#ltOrientation

• 7ositive Attit#de

• Aptit#de

• Team 7layer

• &eneral Ability

4ommon Errors in Evaluation


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4ommon Errors in Evaluation

• Impression -anagement,3ntrainedinterviewer+ 8rst impression creation0y candidate,

• alo ECect Interviewer 5udges all

traits 0ased on one7 small num0er o/traits,

• tereotyping %)en interviewer 5udges on 0asis o/ c)aracteristics o/

t)e group candidate 0elongs to+ e,g,+sc)ooling+ caste+ religion+ /amily0ac(ground,

• Pro5ection Interviewer gives

weig)tage to own 2ualities in


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*mportant F#estions

• Tell #s abo#t yo#rself/• -hy "e sho#ld select yo#/

• -hat is so special abo#t yo#/

• &eneral Bno"ledge F#estionsG

• -ho "as yo#r best teacher/• -hat "as the objective of yo#r

project/


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*mportant F#estions trengt)s and wea(nesses@

%)ere do you want to 0e in ne.t

years7FG yrs

%)y s)ould I )ire you@

In case you could )ave any 5o07position

w)at would you do@

%)at do people most critici*e you /or@

%)at was your last 0oss li(e@

Descri0e ideal 0oss,

%)at would you do i/ your aspirations are


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TA" H!3


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*nd#ction

Pre1arrival tageE• >al#es, expectations and attit#de

• -eb sites

Encounter tage==emove dichotomybet"een individ#als andorganiations perception

-etamorp)osis tage= Sense ofbelonging, become contrib#tor,facilitate goals achievement

HHH


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*mportant Terms

• >alidity

• =eliability

• !ergers and Ac#isition =ecr#iting

• ;2recr#iting

•


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ELE4TI!" P#!4E

F, Application pool /rom recruitment process J, creening o/ application /orms ;liminate those

not meeting initial criteria

K, election tests ;liminatebelo" c#t2o point

, election interview ;liminatethose not meeting job andorganiational re#irements

, 4)ec(ing re/erences

;liminate)reconsider those "ithadverse remar9s

M, P)ysical e.amination ;liminatethose not meeting F=

N Approval 0y appropriate aut)ority Adopt

interview skills 2015

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