strategic recruitment hiring interview tips up, diliman – feb 22, 2012
TRANSCRIPT
STRATEGIC RECRUITMEN
THiring Interview Tips UP, Diliman – Feb 22,
2012
Hiring Interview Tips Program Outline
I. Applications & Resumes a) The Do’s & Don’t’s b) Cycle of Recruitment II. Expectations vs Applicant Expectations a) Personnel Requisition b) Hard Skills vs Soft Skills c) K-A-S-H III. Types of Interviewing a) 10 Types of Interview b) Behavioural-based Interview c) Competency-based Interview
Program Outline
IV Building Rapport with Interviewer
V Dyadic Activity a) Mock Interview
VI Stress Interview – Short Video Clip
VII Q & A - Arch Jerome Ilagan Head, Stateland Architectural
Department
Applications & Resume
Resume is a marketing tool to sell your skills, knowledge and experience
• stimulates interest of interviewer
• ER not interested in position but what
EE can offer Average span of attention : 20 seconds to scan resume
RESUME
• Visual appeal- easy to read lay-out and high quality reproduction
• Highlights of strengths and links to ER needs
• Presents most important info first• Free from typo, punctuation and
grammatical errors• Succinct, organized, does not exceed
two pages
•Chronological Resume – job history is organized chronologically, job titles and organizations emphasized, job duties and accomplishments are detailed.
recent ER/job titles are impressive staying in the field recentlyjob history shows progresstraditional job search (govt/educ)
changing careershave changed ERs recently if you want to de-emphasize ageyou have been absent from job market
Advantageous when Disadvantageous when
•Functional Resume – skills and accomplishments thru work, academic. Lack of experience and work history gaps de-emphasized.
you want to emphasize capabilities/ personal qualities relevant to jobyou focus experience than length of timeyou have variety of work experiencefree-lance, consulting, tempo
you have little experienceyou want to emphasize promotion/ carrer growth where ERs should be highlightedworking in traditional field (teaching, politics)
Advantageous when Disadvantageous when
Recruitment Cycle Needs Assessment
PRF Job Specs
Screening
Selection Job AdShortlist
Requesting Dep’t
Invitation/Phone Interview
Test & Interview
Expectations
ER EE
Highly TrainableHighly Trainable
High Potential High Potential
Right Mix of Skills Right Mix of Skills
Expresses self well Expresses self well
Positive Attitude/Mature Positive Attitude/Mature
Relationship Relationship
BenefitsBenefits
Professional Trainings Professional Trainings
Salary Salary
Career GrowthCareer Growth
Long Term employment
Promotion
PRF
BS Interior DesignBS Interior Design
Proficient in AC & other graphic software
Proficient in AC & other graphic software
Creative, hardworking, honest, patient
Creative, hardworking, honest, patient
From design firm /Preferably real estate co
From design firm /Preferably real estate co
22-28 years old, min of 1 yr 22-28 years old, min of 1 yr
Highly prof in excel Highly prof in excel
Applicant 1 Applicant 1
Applicant 2 Applicant 2
Applicant 3Applicant 3
Applicant 4 Applicant 4
Background Check
Character Reference CheckingCharacter Reference Checking
Medical Medical
Pre-employment RequirementsPre-employment Requirements
Pote
nti
al Em
plo
yee
Employment Verification
Transcript/School Confirmation
Neighborhood Checking
Credit Investigation
Background Check
Character Reference CheckingCharacter Reference Checking
Medical Medical
Pre-employment RequirementsPre-employment Requirements
Pote
nti
al Em
plo
yee
1
Employment Verification
Transcript/School Confirmation
Neighborhood Checking
Credit Investigation
Pote
nti
al Em
plo
yee
2
Hard Skills & Soft Skills
Technical Skills
People Skills
K-A-S-H
Skills Skills
Right Brain Left Brain
Why are you hired
Hard Skills Soft Skills
Inter/intra personal
Disposition
Art of listening
Art of feedbacking
Engaging in dialogue
Designing/Drawing
AutoCad/STAAD,
Sketch Up, Google, 3D
Studio Max, Corel Draw
Materials/Cost
estimation
experience
It is a set of skills, abilities, knowledge needed for a particular job to do
• Hard competencies/soft competencies
COMPETENCIES
THE KEY INGREDIENT: Hard S cartography/ surveying/land assessment/drawing/ designing/project management/purchasing
Soft S personal skills, customer service, probing, interviewing, communicating, listening, engaging in dialogue, giving feedback, contributing in meetings cooperating as a team member, Leaders : setting as an example encouraging, innovation, solving problems, making decisions, PLOC, encouraging motivating, instructing, observing, facilitating meetings,
• Left Brain Dominant
People who are left brained may find out why working with the public might not be the career for them.
• Right Brain Dominant
People who are right brained may find that working in a research laboratory is not the career for them.
• Left Brain Type The left side of the brain is verbal, analytical, literal, linear, mathematical, sequential, concrete, rational, skeptical, closed, and cautious.
Logical Random Sequential Intuitive Rational Holistic Analytical Synthesizing Objective Subjective Looks at parts looks at wholes
• Right Brain Type The right side of the brain is creative, musical, artistic, holistic, nonverbal, metaphoric, playful, emotional, intuitive, spontaneous, symbolic, and enjoys working with people.
• the right brain represents the feminine attribute of the mind – creativity, imagination and intuitive while the
• left brain is the masculine and logical and intellectual aspect which analyzes everything
K A S H PRINCIPLE
Knowledge
Ability
Skills
Habits
THE KEY INGREDIENT
KNOWLEDGE Interior Design
Financial Analysis, AP, AR
Importation (Indent/LC/FOB/CIF)
Prop Management (Acquisition/licenses/permits)
Engineering (Cost, QC)
Advertising/Designing/Profiling
Messengerial/Errand/Cleaning
Selling/Networking/
THE KEY INGREDIENTManage time to deliver resultsStrategize to handle multi tasksMeet commitments DiscernInterpret procedures, methodsRise from pressuresSuperviseOverseeAssertOrganizeLeadMaintain disciplineTeachConfigure defects
ABILITY
THE KEY INGREDIENT: Hard S cartography/ surveying/land assessment/drawing/ designing/project management/purchasing
Soft S personal skills, customer service, probing, interviewing, communicating, listening, engaging in dialogue, giving feedback, contributing in meetings cooperating as a team member, Leaders : setting as an example encouraging, innovation, solving problems, making decisions, PLOC, encouraging motivating, instructing, observing, facilitating meetings,
THE KEY INGREDIENT
• Attendance• Conversation Style • Deadlines • File Management• Saying jargons• Saying thank you• Handing of docs• Looking straight in the eyes• Cuing on background music• Tossing papers/flipping pen• Wriggling hands on pockets•
HABIT
Types of Interview
• Screening Interview Phone Interview, Batch interview• Group Interview (panel/ career fair)• Site Interview• Technical Interview • Video Conference Interview • Stress Interview• Formal/Informal
Stress InterviewPurpose • find out how the candidate behaves in a stressful
situation. • whether the candidate gets angry or gets
confused, or gets frightened or gets nervous, or remains cool in a stressful situation.
candidate who keeps his cool in a stressful situation is selected for the stressful job.
Interviewer tries to create a stressful situation during the interview. This is done purposely by asking the candidate rapid questions, criticizing his answers, interrupting him repeatedly, etc.
Behavioral-Based Interview
Structured interview a type of interview that is utilized by many larger organizations.
• asked of same question, standard.
• each question is designed to test one or more specific skills.
• Pre-deciced criteria
Competency-Based Structured interview is a type of interview
that is utilized by many larger organizations.
• asked of same question, standard.
• each question is designed to test one or more specific skills.
• pre-decided criteria
• dig further into the examples by asking for specific explanations about the candidate's behaviour or skills.
• Targetting specific competency
Interviewees are
STAR
• Situation• Task• Action• Relevance
Your keys to RESPONDING well to these types of
questions are:
Be specific, not general or vague!
Don’t describe how you would behave. Describe how you DID behave. If
you later decided you should have behaved
differently, explain this. The interviewer will see
that you learned something from experience.
Skills and competencies for competency-based
interviews
• Adaptability• Compliance• Communication• Conflict management• Creativity and
Innovation• Decisiveness• Delegation• External awareness• Flexibility• Independence• Influencing
• Integrity• Leadership• Leveraging
diversity• Organisational
awareness• Resilience and
tenacity• Risk taking• Sensitivity to
others• Team work
Competency-Based STAR
• How do you ensure that you maintain good working relationships with your senior colleagues?
• Give us an example of a situation where you had to deal with a conflict with an internal or external client.
• How do you influence people in situations where there are conflicting agendas?
• Tell us about a situation where you made a decision and then changed your mind. How do you manage upwards?
• Give us an example of a situation where you had a fundamental disagreement with one of your superiors.
•
Building Rapport
• Dress appropriately for the industry. When in doubt, go conservative.
• Arrive 10 minutes early. • Treat other people you encounter with
courtesy and respect. Their opinions of you might be solicited during the hiring process.
• Offer a firm handshake, make eye contact, and have a friendly expression when you are greeted by the interviewer.
• Listen to be sure you understand your interviewer’s name and the correct pronunciation.
• You are on the minute you entered the building
• Don’t make excuses. Take responsibility for your decisions and your actions.
• Don’t treat the interview casually, as if you are just shopping around or doing the interview for practice. This is insulting to the interviewer and the organization.
• Don’t give the impression you are only interested in salary.
• Don’t act as though you would take any job or are desperate for employment.
• WAT CH OUT FOR YOUR BODY LANGUAGE
Dyadic Activity
thank you….
“Learning has not taken place until
behaviour has changed.”
Pike’s Law