SlideShare ist ein Scribd-Unternehmen logo
Interviewing skills
Flow of the session
Interview Statistics
• 40% of respondents had declined an offer because of a poor interview experience
• 69% has experienced no response or feedback after an interview
• 42% had experienced discrimination in an interview
• 30% had experienced rudeness in an interview
• 22% had been asked inappropriate questions with respect to such things as marital
status, weight, dating habits and sexual preferences
The report further reveals that of those people
who experienced a bad interview,
81% of them told up to 10 people about that experience
(same level as customers feedback)
Source: Chandler Macleod
Interviewing skills
• Skills which help you to conduct very well and smoothly interview with
candidate
• Skills which ensure satisfaction from interview to both side- recruiter &
candidate
• The most important 2 skills for interviewer : listening and ability to ask
good questions
Listening
• Good interviewer should listen very carefully – very often candidates are
giving important information between words - indirectly. Interviewer role is
to catch it ask another question if it’s important.
• If you are listening carefully you can smoothly move to another
competency/skill/attitude which you need to check in candidate and keep
the flow of interview (!)
5 levels of listening
Listening involves hearingListening involves hearing
what is being said, observingwhat is being said, observing
your intuition and noticingyour intuition and noticing
the non-verbal signalsthe non-verbal signals
Halos and horns
• Halos - factors which influence to our judgement during interview. It
influence in good way of our perception of candidate- candidate looks better
than reality and everything what she/he tell will be amazing
• Horns – Factors which influence in bad way of our perception and
judgement of candidate during review board. Candidate even if answer
properly and showing that has skills impression will be worse.
Halos and Horns Influences
Filter
Beliefs
Values
Generalisations
Deletions
Distortions
Attitudes
Sensory inputs:
Visual
Auditory
Kinaesthetic
Olfactory
Gustatory
Physiology/Physiology/
FeelingsFeelings
StateState BehaviourBehaviour
To consideration
• Consider what are your halos & horns influencers?
• What makes you see something or someone positively or negatively? Stereotypes? Past
experience? Information about this person which you got eralier? Appearence of this
person?
• How does this impact the way in which you interview?
• Example: person who we already know or have information about his/her
work. Halo because we know this person and we have emotional connection
with candidate. Horn because we heard something bad about this person,
about his/her past (we don’t think that this person can change).
Interviewing skills
Interviewing skills
Asking good questions
• Good question?- is a question for which answer will give interviewer truly
information about candidate and check what we wanted to check
• Open questions
How to ask questions?
• Strive to ask questions which will check candidate past experience
• Use:
• Give me an example of situation when you had to …
• Tell me about situation when …
• ….? Reply based on a situation from the past.
• When we are asking What will you do if .. we are receiving the ideal behaviour
and mostly things that we want to listen as a recruiter- but reality could be
different
Open and Closed Questions
Closed Questions
Used to confirm understanding and to clarify
details
• Use when, who, where
• Beware of using why
• Expect short answers
• Use for clarification or confirmation
Open Questions
Used to engage the imagination and focus the
mind
• Use what and how
• Beware of using why
• Keep them short
• Looking for a long answer, that may
require some thought
• Allow for silence for thinking time
Advanateges & Disadvantages
Open questions Closed questions
• The onus is on the
respondent rather than the
questioner to do the
talking,
• Questioner can focus
more on listening.
• Especially useful when
fact-finding, the open
question invites the
expression of ideas, views
and opinions and
encourages people to
speak.
• More difficult to
answer than closed
questions
• Result will require
more thinking-time
• Can be time
consuming.
• Useful to identify
common facts and
enable you to retain
control of the
conversation.
• Quick to ask and
answer and the
responses are easy to
analyse.
• Appropriate when
specific responses are
required.
• Difficult to create a
dialogue and can lead to
a feeling of interrogation
if there's a series of
closed questions with no
opportunity to expand
on opinions or views.
Effective questioning
Interviewing skills
Model STAR
• The most common model of answering the
question
• You can suggest this model to answer questions
(especially in recruitment for higher positions-
Leaders, EB)
• First candidate describe a situation he/she faced or
task that was given to him/her. Next, candidate
describe the actions he/she took. Finally, describe
the results he/she achieved.
Difference between situation & task
• In “situations” you have more power to solve problems and pursue
opportunities your own way. Part of the creativity involved may be
recognizing that there is a situation in the first place. - better for TLP
• “Tasks” are typically assigned to you to do in a predetermined way. Even
with tasks, however, there is plenty to talk about: you can describe how you
applied your skills effectively, invented new ways of performing the task, or
even discovered how to eliminate the task completely to improve efficiency. –
better for TMP
Example
• Q: Our salespeople are expected to find creative new ways to build their territories. Tell me about a
time you used your creativity to build sales.
• A: [Situation.] When I first joined the company, I was managing five in-house salespeople, whose
morale was very low. They did the bare minimum and went home for the day. But I saw a lot of
potential in them and knew we could do better.
• [Actions.] So I thought, “How can we make this fun?” I had a budget for incentives that we weren’t
using. I asked the team members what incentives they would find fun. Everyone was interested in
taking a trip to Cedar Point, and that fit the budget perfectly. So I said, “If we can double both the
team’s call volume and sales volume, we will all take a two-day trip to Cedar Point.” I put a big graph
out for everyone to fill in their number of calls each day.
• [Results.] The change in morale was instantaneous. Everyone got in the groove and started having
real fun with their work. Call volume went up 60%, and sales volume went up 75%. In addition, the
team started establishing their own incentives and sales goals. One small change made a big difference.
How to prepare to good review board?
1. Consider what kind of person do you need in organisation -> skills, attitude, abilities and write it
down to remember :)
2. Check needed JD and create/check personality/ profile member !!
3. Read carefully application and make notes what is already checked
4. Collect information about this person – what would be important to check during RB – especially
for higher positions
5. Choose 4-5 attitudes/skills/values that you want to check during interview - you can't ask for
everything during 45 minutes call
6. Prepare questions in reference to CV and selected factors
Questions in Interview
• Questions must be consistent for every candidate
• Ensures consistency and fairness
• Enables easy comparison between candidates
• Easier to structure feedback afterwards
Take care about details
• Don’t forget about priopriate room preparation
• For longer interviews (more than 1 hour) prepare water for interviewers and
candidate
• Smile, make eye contact,
• Remember about active listening
DO AND DON’T
DO
• Prepare thoroughly
• Screen candidates fairly – get a 2nd
opinion
• Interview with someone else
• Have breaks between interviews
• Write up notes immediately
• Give feedback to all candidates – written if
possible
DON’T
• Prepare less for an internal candidate
• Interview more than 4 people in a day
• Allow interruptions
• Offer the job “on the spot”
• Forget to have lunch or snacks
• Allow your Halos and Horns to interfere
Interviewing skills
Thank you for
your attention 
Presentation prepared based on
• Interview techniques by S. van der Burgh
•Key corporate services by Matt Rouge

Weitere ähnliche Inhalte

Was ist angesagt?

Interview
InterviewInterview
Interview
Dilsha Soman
 
Types of Interview
Types of InterviewTypes of Interview
Types of Interview
Kamlesh Thakur
 
Conducting Effective interview
Conducting Effective interviewConducting Effective interview
Conducting Effective interview
Ahmed Seraj
 
Interviewing Skills mini-Workshop
Interviewing Skills mini-WorkshopInterviewing Skills mini-Workshop
Interviewing Skills mini-Workshop
László Árvai
 
Types of interviews & testing methods
Types of interviews & testing methodsTypes of interviews & testing methods
Types of interviews & testing methods
Swetapadma Pattanaik
 
Individual Interview,Group Interview, Obervation
Individual Interview,Group Interview, ObervationIndividual Interview,Group Interview, Obervation
Individual Interview,Group Interview, Obervation
Monilkumar Parmar
 
Interview Skills
Interview SkillsInterview Skills
Interview Skills
gugankarthik
 
I nterview
I nterviewI nterview
various type of interview
various type of interviewvarious type of interview
various type of interview
Sinealertz.com
 
Interviewing PowerPoint PPT Content Modern Sample
Interviewing PowerPoint PPT Content Modern SampleInterviewing PowerPoint PPT Content Modern Sample
Interviewing PowerPoint PPT Content Modern Sample
Andrew Schwartz
 
TYPES OF INTERVIEWS
TYPES OF INTERVIEWSTYPES OF INTERVIEWS
TYPES OF INTERVIEWS
Komal Sahi
 
Interview
InterviewInterview
Interviews
InterviewsInterviews
Interviews
shakil2604
 
Job interview skills , personality development, management soft skills, inter...
Job interview skills , personality development, management soft skills, inter...Job interview skills , personality development, management soft skills, inter...
Job interview skills , personality development, management soft skills, inter...
KulsoomIdrisi
 
Interview and its types
Interview and its typesInterview and its types
Interview and its types
Abbie Laudato
 
Types of interview
Types of interviewTypes of interview
Types of interview
Manpreet Singh
 
Soft skills and interview presentation to students approved
Soft skills and interview presentation to students approvedSoft skills and interview presentation to students approved
Soft skills and interview presentation to students approved
Argon David
 
Types of Interviews
Types of InterviewsTypes of Interviews
Types of Interviews
Melissa Woolfrey
 
Interview and its types
Interview and its typesInterview and its types
Interview and its types
SHUBHAM MITTAL
 
The traditional interview vs behavioral interview
The traditional interview vs behavioral interviewThe traditional interview vs behavioral interview
The traditional interview vs behavioral interview
Terryl Meador
 

Was ist angesagt? (20)

Interview
InterviewInterview
Interview
 
Types of Interview
Types of InterviewTypes of Interview
Types of Interview
 
Conducting Effective interview
Conducting Effective interviewConducting Effective interview
Conducting Effective interview
 
Interviewing Skills mini-Workshop
Interviewing Skills mini-WorkshopInterviewing Skills mini-Workshop
Interviewing Skills mini-Workshop
 
Types of interviews & testing methods
Types of interviews & testing methodsTypes of interviews & testing methods
Types of interviews & testing methods
 
Individual Interview,Group Interview, Obervation
Individual Interview,Group Interview, ObervationIndividual Interview,Group Interview, Obervation
Individual Interview,Group Interview, Obervation
 
Interview Skills
Interview SkillsInterview Skills
Interview Skills
 
I nterview
I nterviewI nterview
I nterview
 
various type of interview
various type of interviewvarious type of interview
various type of interview
 
Interviewing PowerPoint PPT Content Modern Sample
Interviewing PowerPoint PPT Content Modern SampleInterviewing PowerPoint PPT Content Modern Sample
Interviewing PowerPoint PPT Content Modern Sample
 
TYPES OF INTERVIEWS
TYPES OF INTERVIEWSTYPES OF INTERVIEWS
TYPES OF INTERVIEWS
 
Interview
InterviewInterview
Interview
 
Interviews
InterviewsInterviews
Interviews
 
Job interview skills , personality development, management soft skills, inter...
Job interview skills , personality development, management soft skills, inter...Job interview skills , personality development, management soft skills, inter...
Job interview skills , personality development, management soft skills, inter...
 
Interview and its types
Interview and its typesInterview and its types
Interview and its types
 
Types of interview
Types of interviewTypes of interview
Types of interview
 
Soft skills and interview presentation to students approved
Soft skills and interview presentation to students approvedSoft skills and interview presentation to students approved
Soft skills and interview presentation to students approved
 
Types of Interviews
Types of InterviewsTypes of Interviews
Types of Interviews
 
Interview and its types
Interview and its typesInterview and its types
Interview and its types
 
The traditional interview vs behavioral interview
The traditional interview vs behavioral interviewThe traditional interview vs behavioral interview
The traditional interview vs behavioral interview
 

Ähnlich wie Interviewing skills

7 Recruiting Fairly FLM Presentation.pptx
7 Recruiting Fairly FLM Presentation.pptx7 Recruiting Fairly FLM Presentation.pptx
7 Recruiting Fairly FLM Presentation.pptx
ansonmathews
 
CBI Workshop -.pptx
CBI Workshop -.pptxCBI Workshop -.pptx
CBI Workshop -.pptx
Amira Samy
 
Interview
Interview Interview
Interview
Dr.Aravind TS
 
Interview and its types
Interview and its typesInterview and its types
Interview and its types
GopiShankar22
 
Interview skill
Interview skillInterview skill
Lets shape up your career
Lets shape up your careerLets shape up your career
Lets shape up your career
Shubhangi Deshpande
 
Personal interview prudentia
Personal interview  prudentiaPersonal interview  prudentia
Personal interview prudentia
Susovan Kanjilal
 
Small Business Owners Guide to Interviewing
Small Business Owners Guide to InterviewingSmall Business Owners Guide to Interviewing
Small Business Owners Guide to Interviewing
Jim Cox
 
Developing Interview Skills
Developing Interview SkillsDeveloping Interview Skills
Developing Interview Skills
pulakctg
 
Successful interview skills seminar in NTU, FSD
Successful interview skills seminar in NTU, FSDSuccessful interview skills seminar in NTU, FSD
Successful interview skills seminar in NTU, FSD
03007251977
 
Interviewer training
Interviewer trainingInterviewer training
Interviewer training
vishwadeep anshu
 
Way forward!!!
Way forward!!!Way forward!!!
Way forward!!!
JV Prasad
 
HHUSA Interviewing Workshop Share
HHUSA Interviewing Workshop ShareHHUSA Interviewing Workshop Share
HHUSA Interviewing Workshop Share
Raymond Jurado
 
Interviewing for Success
Interviewing for SuccessInterviewing for Success
Interviewing for Success
Paul Venditti
 
JOB INTERVIEW THE PROCESS ppts Slides For
JOB INTERVIEW THE PROCESS ppts Slides ForJOB INTERVIEW THE PROCESS ppts Slides For
JOB INTERVIEW THE PROCESS ppts Slides For
IqraShahid86
 
Professionalise your job interview - SME recruitment webinar
Professionalise your job interview - SME recruitment webinarProfessionalise your job interview - SME recruitment webinar
Professionalise your job interview - SME recruitment webinar
Michael Page Australia
 
Interview Preparation
Interview PreparationInterview Preparation
Interview Preparation
Keith Tatley
 
Interviewing
InterviewingInterviewing
Interviewing
Tayyaba Manzoor
 
How to Prepare for Interview.pptx
How to Prepare for Interview.pptxHow to Prepare for Interview.pptx
How to Prepare for Interview.pptx
Chintan Trivedi
 
Presentation interview-soft skills.pptx
Presentation interview-soft skills.pptxPresentation interview-soft skills.pptx
Presentation interview-soft skills.pptx
janhvi39
 

Ähnlich wie Interviewing skills (20)

7 Recruiting Fairly FLM Presentation.pptx
7 Recruiting Fairly FLM Presentation.pptx7 Recruiting Fairly FLM Presentation.pptx
7 Recruiting Fairly FLM Presentation.pptx
 
CBI Workshop -.pptx
CBI Workshop -.pptxCBI Workshop -.pptx
CBI Workshop -.pptx
 
Interview
Interview Interview
Interview
 
Interview and its types
Interview and its typesInterview and its types
Interview and its types
 
Interview skill
Interview skillInterview skill
Interview skill
 
Lets shape up your career
Lets shape up your careerLets shape up your career
Lets shape up your career
 
Personal interview prudentia
Personal interview  prudentiaPersonal interview  prudentia
Personal interview prudentia
 
Small Business Owners Guide to Interviewing
Small Business Owners Guide to InterviewingSmall Business Owners Guide to Interviewing
Small Business Owners Guide to Interviewing
 
Developing Interview Skills
Developing Interview SkillsDeveloping Interview Skills
Developing Interview Skills
 
Successful interview skills seminar in NTU, FSD
Successful interview skills seminar in NTU, FSDSuccessful interview skills seminar in NTU, FSD
Successful interview skills seminar in NTU, FSD
 
Interviewer training
Interviewer trainingInterviewer training
Interviewer training
 
Way forward!!!
Way forward!!!Way forward!!!
Way forward!!!
 
HHUSA Interviewing Workshop Share
HHUSA Interviewing Workshop ShareHHUSA Interviewing Workshop Share
HHUSA Interviewing Workshop Share
 
Interviewing for Success
Interviewing for SuccessInterviewing for Success
Interviewing for Success
 
JOB INTERVIEW THE PROCESS ppts Slides For
JOB INTERVIEW THE PROCESS ppts Slides ForJOB INTERVIEW THE PROCESS ppts Slides For
JOB INTERVIEW THE PROCESS ppts Slides For
 
Professionalise your job interview - SME recruitment webinar
Professionalise your job interview - SME recruitment webinarProfessionalise your job interview - SME recruitment webinar
Professionalise your job interview - SME recruitment webinar
 
Interview Preparation
Interview PreparationInterview Preparation
Interview Preparation
 
Interviewing
InterviewingInterviewing
Interviewing
 
How to Prepare for Interview.pptx
How to Prepare for Interview.pptxHow to Prepare for Interview.pptx
How to Prepare for Interview.pptx
 
Presentation interview-soft skills.pptx
Presentation interview-soft skills.pptxPresentation interview-soft skills.pptx
Presentation interview-soft skills.pptx
 

Mehr von Karolina Mlenko

TXP OP webinar - AIESEC in Poland
TXP OP webinar - AIESEC in PolandTXP OP webinar - AIESEC in Poland
TXP OP webinar - AIESEC in Poland
Karolina Mlenko
 
CCVPs application booklet- II Round
CCVPs application booklet-  II RoundCCVPs application booklet-  II Round
CCVPs application booklet- II Round
Karolina Mlenko
 
[Mc 1516] application booklet 3rd round
[Mc 1516] application booklet   3rd round[Mc 1516] application booklet   3rd round
[Mc 1516] application booklet 3rd round
Karolina Mlenko
 
[CCP] profile
[CCP] profile[CCP] profile
[CCP] profile
Karolina Mlenko
 
Recruitment 2015 - Q1
Recruitment 2015 - Q1Recruitment 2015 - Q1
Recruitment 2015 - Q1
Karolina Mlenko
 
[MC 15-16] Questionnaire
[MC 15-16] Questionnaire[MC 15-16] Questionnaire
[MC 15-16] Questionnaire
Karolina Mlenko
 
[MC- 1516] Application booklet
[MC- 1516] Application booklet[MC- 1516] Application booklet
[MC- 1516] Application booklet
Karolina Mlenko
 
[IC 2016] CCP application booklet
[IC 2016] CCP application booklet[IC 2016] CCP application booklet
[IC 2016] CCP application booklet
Karolina Mlenko
 
NST 14-15 booklet
NST 14-15 bookletNST 14-15 booklet
NST 14-15 booklet
Karolina Mlenko
 
Talent planning 2014
Talent planning 2014Talent planning 2014
Talent planning 2014
Karolina Mlenko
 
May/June Recruitment Report 2014
May/June Recruitment Report 2014May/June Recruitment Report 2014
May/June Recruitment Report 2014
Karolina Mlenko
 
February march recruitment report 2014
February march recruitment report 2014 February march recruitment report 2014
February march recruitment report 2014
Karolina Mlenko
 
October recruitment report 2013
October recruitment report 2013October recruitment report 2013
October recruitment report 2013
Karolina Mlenko
 
February- March 2014 Recruitment
February- March 2014 RecruitmentFebruary- March 2014 Recruitment
February- March 2014 Recruitment
Karolina Mlenko
 
O gcdp
O gcdpO gcdp
Marketing profile
Marketing profileMarketing profile
Marketing profile
Karolina Mlenko
 
I gip
I gipI gip
General profile
General profileGeneral profile
General profile
Karolina Mlenko
 
Talent planning webinar
Talent planning webinarTalent planning webinar
Talent planning webinar
Karolina Mlenko
 
Profiles
ProfilesProfiles
Profiles
Karolina Mlenko
 

Mehr von Karolina Mlenko (20)

TXP OP webinar - AIESEC in Poland
TXP OP webinar - AIESEC in PolandTXP OP webinar - AIESEC in Poland
TXP OP webinar - AIESEC in Poland
 
CCVPs application booklet- II Round
CCVPs application booklet-  II RoundCCVPs application booklet-  II Round
CCVPs application booklet- II Round
 
[Mc 1516] application booklet 3rd round
[Mc 1516] application booklet   3rd round[Mc 1516] application booklet   3rd round
[Mc 1516] application booklet 3rd round
 
[CCP] profile
[CCP] profile[CCP] profile
[CCP] profile
 
Recruitment 2015 - Q1
Recruitment 2015 - Q1Recruitment 2015 - Q1
Recruitment 2015 - Q1
 
[MC 15-16] Questionnaire
[MC 15-16] Questionnaire[MC 15-16] Questionnaire
[MC 15-16] Questionnaire
 
[MC- 1516] Application booklet
[MC- 1516] Application booklet[MC- 1516] Application booklet
[MC- 1516] Application booklet
 
[IC 2016] CCP application booklet
[IC 2016] CCP application booklet[IC 2016] CCP application booklet
[IC 2016] CCP application booklet
 
NST 14-15 booklet
NST 14-15 bookletNST 14-15 booklet
NST 14-15 booklet
 
Talent planning 2014
Talent planning 2014Talent planning 2014
Talent planning 2014
 
May/June Recruitment Report 2014
May/June Recruitment Report 2014May/June Recruitment Report 2014
May/June Recruitment Report 2014
 
February march recruitment report 2014
February march recruitment report 2014 February march recruitment report 2014
February march recruitment report 2014
 
October recruitment report 2013
October recruitment report 2013October recruitment report 2013
October recruitment report 2013
 
February- March 2014 Recruitment
February- March 2014 RecruitmentFebruary- March 2014 Recruitment
February- March 2014 Recruitment
 
O gcdp
O gcdpO gcdp
O gcdp
 
Marketing profile
Marketing profileMarketing profile
Marketing profile
 
I gip
I gipI gip
I gip
 
General profile
General profileGeneral profile
General profile
 
Talent planning webinar
Talent planning webinarTalent planning webinar
Talent planning webinar
 
Profiles
ProfilesProfiles
Profiles
 

Kürzlich hochgeladen

UX Webinar Series: Aligning Authentication Experiences with Business Goals
UX Webinar Series: Aligning Authentication Experiences with Business GoalsUX Webinar Series: Aligning Authentication Experiences with Business Goals
UX Webinar Series: Aligning Authentication Experiences with Business Goals
FIDO Alliance
 
Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...
Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...
Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...
shanihomely
 
Mule Experience Hub and Release Channel with Java 17
Mule Experience Hub and Release Channel with Java 17Mule Experience Hub and Release Channel with Java 17
Mule Experience Hub and Release Channel with Java 17
Bhajan Mehta
 
The History of Embeddings & Multimodal Embeddings
The History of Embeddings & Multimodal EmbeddingsThe History of Embeddings & Multimodal Embeddings
The History of Embeddings & Multimodal Embeddings
Zilliz
 
Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...
Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...
Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...
bellared2
 
Improving Learning Content Efficiency with Reusable Learning Content
Improving Learning Content Efficiency with Reusable Learning ContentImproving Learning Content Efficiency with Reusable Learning Content
Improving Learning Content Efficiency with Reusable Learning Content
Enterprise Knowledge
 
MAKE MONEY ONLINE Unlock Your Income Potential Today.pptx
MAKE MONEY ONLINE Unlock Your Income Potential Today.pptxMAKE MONEY ONLINE Unlock Your Income Potential Today.pptx
MAKE MONEY ONLINE Unlock Your Income Potential Today.pptx
janagijoythi
 
COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...
COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...
COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...
AimanAthambawa1
 
The Path to General-Purpose Robots - Coatue
The Path to General-Purpose Robots - CoatueThe Path to General-Purpose Robots - Coatue
The Path to General-Purpose Robots - Coatue
Razin Mustafiz
 
Retrieval Augmented Generation Evaluation with Ragas
Retrieval Augmented Generation Evaluation with RagasRetrieval Augmented Generation Evaluation with Ragas
Retrieval Augmented Generation Evaluation with Ragas
Zilliz
 
Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...
Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...
Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...
OnBoard
 
Camunda Chapter NY Meetup July 2024.pptx
Camunda Chapter NY Meetup July 2024.pptxCamunda Chapter NY Meetup July 2024.pptx
Camunda Chapter NY Meetup July 2024.pptx
ZachWylie3
 
Finetuning GenAI For Hacking and Defending
Finetuning GenAI For Hacking and DefendingFinetuning GenAI For Hacking and Defending
Finetuning GenAI For Hacking and Defending
Priyanka Aash
 
leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...
leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...
leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...
alexjohnson7307
 
Connector Corner: Leveraging Snowflake Integration for Smarter Decision Making
Connector Corner: Leveraging Snowflake Integration for Smarter Decision MakingConnector Corner: Leveraging Snowflake Integration for Smarter Decision Making
Connector Corner: Leveraging Snowflake Integration for Smarter Decision Making
DianaGray10
 
BLOCKCHAIN TECHNOLOGY - Advantages and Disadvantages
BLOCKCHAIN TECHNOLOGY - Advantages and DisadvantagesBLOCKCHAIN TECHNOLOGY - Advantages and Disadvantages
BLOCKCHAIN TECHNOLOGY - Advantages and Disadvantages
SAI KAILASH R
 
Tailored CRM Software Development for Enhanced Customer Insights
Tailored CRM Software Development for Enhanced Customer InsightsTailored CRM Software Development for Enhanced Customer Insights
Tailored CRM Software Development for Enhanced Customer Insights
SynapseIndia
 
Uncharted Together- Navigating AI's New Frontiers in Libraries
Uncharted Together- Navigating AI's New Frontiers in LibrariesUncharted Together- Navigating AI's New Frontiers in Libraries
Uncharted Together- Navigating AI's New Frontiers in Libraries
Brian Pichman
 
Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery
Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery
Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery
sunilverma7884
 
Types of Weaving loom machine & it's technology
Types of Weaving loom machine & it's technologyTypes of Weaving loom machine & it's technology
Types of Weaving loom machine & it's technology
ldtexsolbl
 

Kürzlich hochgeladen (20)

UX Webinar Series: Aligning Authentication Experiences with Business Goals
UX Webinar Series: Aligning Authentication Experiences with Business GoalsUX Webinar Series: Aligning Authentication Experiences with Business Goals
UX Webinar Series: Aligning Authentication Experiences with Business Goals
 
Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...
Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...
Premium Girls Call Mumbai 9920725232 Unlimited Short Providing Girls Service ...
 
Mule Experience Hub and Release Channel with Java 17
Mule Experience Hub and Release Channel with Java 17Mule Experience Hub and Release Channel with Java 17
Mule Experience Hub and Release Channel with Java 17
 
The History of Embeddings & Multimodal Embeddings
The History of Embeddings & Multimodal EmbeddingsThe History of Embeddings & Multimodal Embeddings
The History of Embeddings & Multimodal Embeddings
 
Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...
Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...
Russian Girls Call Navi Mumbai 🎈🔥9920725232 🔥💋🎈 Provide Best And Top Girl Ser...
 
Improving Learning Content Efficiency with Reusable Learning Content
Improving Learning Content Efficiency with Reusable Learning ContentImproving Learning Content Efficiency with Reusable Learning Content
Improving Learning Content Efficiency with Reusable Learning Content
 
MAKE MONEY ONLINE Unlock Your Income Potential Today.pptx
MAKE MONEY ONLINE Unlock Your Income Potential Today.pptxMAKE MONEY ONLINE Unlock Your Income Potential Today.pptx
MAKE MONEY ONLINE Unlock Your Income Potential Today.pptx
 
COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...
COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...
COVID-19 and the Level of Cloud Computing Adoption: A Study of Sri Lankan Inf...
 
The Path to General-Purpose Robots - Coatue
The Path to General-Purpose Robots - CoatueThe Path to General-Purpose Robots - Coatue
The Path to General-Purpose Robots - Coatue
 
Retrieval Augmented Generation Evaluation with Ragas
Retrieval Augmented Generation Evaluation with RagasRetrieval Augmented Generation Evaluation with Ragas
Retrieval Augmented Generation Evaluation with Ragas
 
Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...
Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...
Mastering Board Best Practices: Essential Skills for Effective Non-profit Lea...
 
Camunda Chapter NY Meetup July 2024.pptx
Camunda Chapter NY Meetup July 2024.pptxCamunda Chapter NY Meetup July 2024.pptx
Camunda Chapter NY Meetup July 2024.pptx
 
Finetuning GenAI For Hacking and Defending
Finetuning GenAI For Hacking and DefendingFinetuning GenAI For Hacking and Defending
Finetuning GenAI For Hacking and Defending
 
leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...
leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...
leewayhertz.com-Generative AI tech stack Frameworks infrastructure models and...
 
Connector Corner: Leveraging Snowflake Integration for Smarter Decision Making
Connector Corner: Leveraging Snowflake Integration for Smarter Decision MakingConnector Corner: Leveraging Snowflake Integration for Smarter Decision Making
Connector Corner: Leveraging Snowflake Integration for Smarter Decision Making
 
BLOCKCHAIN TECHNOLOGY - Advantages and Disadvantages
BLOCKCHAIN TECHNOLOGY - Advantages and DisadvantagesBLOCKCHAIN TECHNOLOGY - Advantages and Disadvantages
BLOCKCHAIN TECHNOLOGY - Advantages and Disadvantages
 
Tailored CRM Software Development for Enhanced Customer Insights
Tailored CRM Software Development for Enhanced Customer InsightsTailored CRM Software Development for Enhanced Customer Insights
Tailored CRM Software Development for Enhanced Customer Insights
 
Uncharted Together- Navigating AI's New Frontiers in Libraries
Uncharted Together- Navigating AI's New Frontiers in LibrariesUncharted Together- Navigating AI's New Frontiers in Libraries
Uncharted Together- Navigating AI's New Frontiers in Libraries
 
Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery
Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery
Girls call Kolkata 👀 XXXXXXXXXXX 👀 Rs.9.5 K Cash Payment With Room Delivery
 
Types of Weaving loom machine & it's technology
Types of Weaving loom machine & it's technologyTypes of Weaving loom machine & it's technology
Types of Weaving loom machine & it's technology
 

Interviewing skills

  • 2. Flow of the session
  • 3. Interview Statistics • 40% of respondents had declined an offer because of a poor interview experience • 69% has experienced no response or feedback after an interview • 42% had experienced discrimination in an interview • 30% had experienced rudeness in an interview • 22% had been asked inappropriate questions with respect to such things as marital status, weight, dating habits and sexual preferences The report further reveals that of those people who experienced a bad interview, 81% of them told up to 10 people about that experience (same level as customers feedback) Source: Chandler Macleod
  • 4. Interviewing skills • Skills which help you to conduct very well and smoothly interview with candidate • Skills which ensure satisfaction from interview to both side- recruiter & candidate • The most important 2 skills for interviewer : listening and ability to ask good questions
  • 5. Listening • Good interviewer should listen very carefully – very often candidates are giving important information between words - indirectly. Interviewer role is to catch it ask another question if it’s important. • If you are listening carefully you can smoothly move to another competency/skill/attitude which you need to check in candidate and keep the flow of interview (!)
  • 6. 5 levels of listening Listening involves hearingListening involves hearing what is being said, observingwhat is being said, observing your intuition and noticingyour intuition and noticing the non-verbal signalsthe non-verbal signals
  • 7. Halos and horns • Halos - factors which influence to our judgement during interview. It influence in good way of our perception of candidate- candidate looks better than reality and everything what she/he tell will be amazing • Horns – Factors which influence in bad way of our perception and judgement of candidate during review board. Candidate even if answer properly and showing that has skills impression will be worse.
  • 8. Halos and Horns Influences Filter Beliefs Values Generalisations Deletions Distortions Attitudes Sensory inputs: Visual Auditory Kinaesthetic Olfactory Gustatory Physiology/Physiology/ FeelingsFeelings StateState BehaviourBehaviour
  • 9. To consideration • Consider what are your halos & horns influencers? • What makes you see something or someone positively or negatively? Stereotypes? Past experience? Information about this person which you got eralier? Appearence of this person? • How does this impact the way in which you interview? • Example: person who we already know or have information about his/her work. Halo because we know this person and we have emotional connection with candidate. Horn because we heard something bad about this person, about his/her past (we don’t think that this person can change).
  • 12. Asking good questions • Good question?- is a question for which answer will give interviewer truly information about candidate and check what we wanted to check • Open questions
  • 13. How to ask questions? • Strive to ask questions which will check candidate past experience • Use: • Give me an example of situation when you had to … • Tell me about situation when … • ….? Reply based on a situation from the past. • When we are asking What will you do if .. we are receiving the ideal behaviour and mostly things that we want to listen as a recruiter- but reality could be different
  • 14. Open and Closed Questions Closed Questions Used to confirm understanding and to clarify details • Use when, who, where • Beware of using why • Expect short answers • Use for clarification or confirmation Open Questions Used to engage the imagination and focus the mind • Use what and how • Beware of using why • Keep them short • Looking for a long answer, that may require some thought • Allow for silence for thinking time
  • 15. Advanateges & Disadvantages Open questions Closed questions • The onus is on the respondent rather than the questioner to do the talking, • Questioner can focus more on listening. • Especially useful when fact-finding, the open question invites the expression of ideas, views and opinions and encourages people to speak. • More difficult to answer than closed questions • Result will require more thinking-time • Can be time consuming. • Useful to identify common facts and enable you to retain control of the conversation. • Quick to ask and answer and the responses are easy to analyse. • Appropriate when specific responses are required. • Difficult to create a dialogue and can lead to a feeling of interrogation if there's a series of closed questions with no opportunity to expand on opinions or views.
  • 18. Model STAR • The most common model of answering the question • You can suggest this model to answer questions (especially in recruitment for higher positions- Leaders, EB) • First candidate describe a situation he/she faced or task that was given to him/her. Next, candidate describe the actions he/she took. Finally, describe the results he/she achieved.
  • 19. Difference between situation & task • In “situations” you have more power to solve problems and pursue opportunities your own way. Part of the creativity involved may be recognizing that there is a situation in the first place. - better for TLP • “Tasks” are typically assigned to you to do in a predetermined way. Even with tasks, however, there is plenty to talk about: you can describe how you applied your skills effectively, invented new ways of performing the task, or even discovered how to eliminate the task completely to improve efficiency. – better for TMP
  • 20. Example • Q: Our salespeople are expected to find creative new ways to build their territories. Tell me about a time you used your creativity to build sales. • A: [Situation.] When I first joined the company, I was managing five in-house salespeople, whose morale was very low. They did the bare minimum and went home for the day. But I saw a lot of potential in them and knew we could do better. • [Actions.] So I thought, “How can we make this fun?” I had a budget for incentives that we weren’t using. I asked the team members what incentives they would find fun. Everyone was interested in taking a trip to Cedar Point, and that fit the budget perfectly. So I said, “If we can double both the team’s call volume and sales volume, we will all take a two-day trip to Cedar Point.” I put a big graph out for everyone to fill in their number of calls each day. • [Results.] The change in morale was instantaneous. Everyone got in the groove and started having real fun with their work. Call volume went up 60%, and sales volume went up 75%. In addition, the team started establishing their own incentives and sales goals. One small change made a big difference.
  • 21. How to prepare to good review board? 1. Consider what kind of person do you need in organisation -> skills, attitude, abilities and write it down to remember :) 2. Check needed JD and create/check personality/ profile member !! 3. Read carefully application and make notes what is already checked 4. Collect information about this person – what would be important to check during RB – especially for higher positions 5. Choose 4-5 attitudes/skills/values that you want to check during interview - you can't ask for everything during 45 minutes call 6. Prepare questions in reference to CV and selected factors
  • 22. Questions in Interview • Questions must be consistent for every candidate • Ensures consistency and fairness • Enables easy comparison between candidates • Easier to structure feedback afterwards
  • 23. Take care about details • Don’t forget about priopriate room preparation • For longer interviews (more than 1 hour) prepare water for interviewers and candidate • Smile, make eye contact, • Remember about active listening
  • 24. DO AND DON’T DO • Prepare thoroughly • Screen candidates fairly – get a 2nd opinion • Interview with someone else • Have breaks between interviews • Write up notes immediately • Give feedback to all candidates – written if possible DON’T • Prepare less for an internal candidate • Interview more than 4 people in a day • Allow interruptions • Offer the job “on the spot” • Forget to have lunch or snacks • Allow your Halos and Horns to interfere
  • 26. Thank you for your attention 
  • 27. Presentation prepared based on • Interview techniques by S. van der Burgh •Key corporate services by Matt Rouge

Hinweis der Redaktion

  1. Aby temu zapobiec należy zadbać o RB! A pomóc w tym mogą umiejętności przeprowadzenia rozmowy kwalifikacyjnej.
  2. Example – przykład z ostatniej rozmowy na RB, gdzie nie było punktu zaczepienia do dobrego sprawdzenia odpowiedzialności za powierzone zadanie. Dziewczyna wspomniała coś o swoim psie, że się nim opiekowała [przez przypadek] i to był ten AHA moment w rozmowie, gdy dało się zbadać tę kompetencję i kilka innych wskaźników behawioralnych.
  3. Level one: Interrupting Not listening at all “I think we should arrange a staff meeting about that and get some research in...” “Yes, but I want to talk to you about hiring some consultants.”   Level Two: Sharing Telling the speaker what happened when you had a similar experience: “I am having some problems with discipline in my team” “I find that too. Last week I...”   Level Three: Advising Giving advice can be valuable, but not until you have explored the issue and encouraged people to come up with their own solutions. “I want to be a speaker at the next company event” “What you should do it...”   Level Four: Attentive Listening Listening to what the speaker is saying and inviting more. Allow the speaker time to think, and show you are listening by looking at the speaker. “I’m not sure what to do about the budgeting process this year” “Would you like to tell me more about that?”   Level Five: Active Listening Listening behind and in between the words; listening to the silences; using your intuition; prompting the coachee to explore; clarifying and reflecting, facilitating their self learning and awareness; making suggestions. This is coaching. We can then ask them to do an exercise which enables them to experience some of those levels. Would suggest that if we could we include a little something on rapport building using body language even if it is just a discussion as part of listening, as they show they are listening with their body as much as with their ears
  4. Doznania wzrokowe, słuchowe, ruchowe, węchowe, smakowe są jak filtr i wraz z naszymi wierzeniami, wartościami, uogólnieniami, wykreśleniami, zniekształceniami i posatwami
  5. OK – some famous people – look at these and see who allows your halo effect to kick in and who triggers a horns effect. Now – we don’t actually “know” these people do we – what we know is their reputation built up by the media, the situations (films or documentaries) we see them in - but these things still trigger a halos and horns effect. Who knew the guy in the middle at the bottom? He’s the Pakistan Prime Minister – just a wild card person to add!!
  6. Ask powerful questions to get a person thinkingand ensure you are listening The aim of this section is not to teach you the difference between open and closed questions but more to show you how questions can impact on the person you are asking the question of and how a really good question will resonate with them and move them to greater thinking, understanding or creativity We are probably all aware of the difference between open and closed questions but we might not always be conscious of them and think about which ones to use in which situations Powerful Questions: Invite introspection Are open – ended – and cannot be answered yes or no Lead to greater creativity and insight