How to do interview

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1. Recruitment Process and SLAs
2. Interview Process
3. Key to good Hire
4. Steps of Interview Process
5. Interviewing Tips for the Interviewer
6. Key Points during Interview
7. Job Negotiation and Offer
8. Choose who you would like to offer!

2. Channels
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Direct
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Internal
Database
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CV
Sourcing
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CV
Screening/
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Tech/ Apt
Test If
Applicable
Tech
Interview
I & II 48
Hrs/ 2 Days.
HR
Interview
24 Hrs/ 1
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from Business
24 Hrs/ 1 Day
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1 Working
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Approval
Joining
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Recruitment Process and SLAs
Social Media
Hiring.
Best Case:
We can
complete the
Process in 5/6
Working Days
Allocation

3. Interview Process
The interview process is a multi-stage process for hiring new employees.
A job interview is a process in which a potential employee is evaluated by an employer for prospective employment in the
company, organization .During this process, the employer determines whether the applicant is suitable for the role. So
pick the strongest candidate and be sure to follow thru with the hire process. It’s not done here. We have to orientate
them, train them properly and give them the tools to succeed.
The interviewer wants to determine
❙ Can the candidate do the Job?
❙ Will the candidate fit in ?
❙ Is this the best candidate for the position?
Steps of the interviewProcess
❙ Define the Job Role and Description
❙ Select the Top candidates for the position
❙ Internal Candidate
❙ External Candidate
❙ Short list the candidate and communicate to the candidate
❙ Check for Logical Reasoning
❙ Technical Round 1 – Interview
❙ IfAndroid /React Js Candidate – UI/UX interview
❙ Managerial Round Interview
❙ Hr Interview
❙ Offer rollout

4. Key to good Hire
❙ The key to a good interview will always lie in your ability to avoid common hiring
mistakes and assess potential talent in the interview process.
❙ But keep in mind that more new hires fail due to personality-culture mismatch than technical
skills mismatch, so keep a keen eye out for compatible styles in terms of communication,
pace, constructive criticism, and work hour commitments in candidates’ responses.
Assess the Candidate’s Desire Factor
❙ Did the candidate research your company, its achievements, competitors, and challenges
prior to an interview. Still, some will go out of their way to articulate their understanding of
who you are and why they’re so excited about joining your firm. Try questions like these to
isolate those who are hungriest for the opportunity that you offer:
❙ Why would you want to work here, and what do you know about our organization?
❙ What makes us stand out in your mind from our competitors?
❙ How would this role with our company provide a link to your future career progression?

5. Steps of Interview Process
❙ Initial Round – Telephonic Round Discussion
❙ First Round – Technical Discussion - Telephonic Round
❙ Second Round – Technical / Managerial Discussion – Face to Face
❙ Third Round – HR Discussion – Face to Face / Telephonic
❙ Final Selection – Offer Rollout
The Stages of Hiring

6. Interviewing Tips for the Interviewer
❙ Have your list of questions prepared
❙ Use behavioral questions
❙ Review the candidates Resume/credentials
❙ Extend professional courtesies, ex water..
❙ Watch those nonverbal signals
❙ Keep polite and professional
❙ Follow up
Questions to Avoid

7. Types of Interview Questions -1
Behavioural Interview
❙ Use Behavioral interview (Past Behavior) questions to ask about specific experience that the candidate may have that
exhibits its competencies needed for the job.
❙ Behavioral questions are designed to asses the critical knowledge, Skills and abilities required for a job based on
requirement and Job description
❙ Past Behavior is the best predictor of Future Behavior
Ask job relatedquestionto assesnecessary
❙ Teamwork oriented /Problem solving /Initiative/Leadership Interpersonal Skills /Challenge/stress/pressure
SomeBehaviouralQuestions
❙ Tell me about a time when you had to work closely with someone whose personality was very different from yours.
❙ Give me an example of a time you faced a conflict with a coworker. How did you handle that?
❙ Describe a time when you had to step up and demonstrate leadership skills.
❙ Tell me about a time you made a mistake and wish you’d handled a situation with a colleague differently.
❙ Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

8. Types of Interview Questions -2
Situational Question
❙ Use situational questions (Future Behavior) to create a scenario that is representative of specific
activities and responsibility on the job
❙ These questions are created from critical incidents (examples) of good, average and poor
behavior regarding the essential job duties required for the job
Ask job related question to asses necesary
❙ Knowledge / Skills / Abilities
Some Situational Questions
❙ Tell me about a time you had to collaborate with a coworker who was difficult to work with.
❙ Tell me about a time you went above and beyond for work.
❙ Tell me about a time you had to choose something else over doing a good job.
❙ Describe a situation where you weren’t satisfied with your job. What could have made it better?
❙ Tell me about a time you reached a big goal at work. How did you reach it?

9. Key Points during Interview
❙ To Gather information and assess the candidate's past Experiences, Knowledge, Skills an Abilities, as it relates to the
job.
❙ Past behavior is the best predictor of future behaviors
❙ Select an appropriate candidate, who fits into the criteria mentioned in the job description. Askjob relatedquestionto
asses necessary
❙ Knowledge / Skills / Abilities
After the Interview Share the feedback immediately
Share the complete Feedback of the candidate
❙ SUBJECT of Mail – “Candidate Name - Role- Experience-Interview type – Interview Round”
❙ Conclusion of the interview – Selected or Rejected for the role with some comments.

10. Job Negotiation and Offer
01. Finalizing the Job
Requirements
02. Shortlisting
candidates
03. Interview and Skill test
04. Offer Negotiation
05. Job Offer
06. Induction

11. Choose who you would like to offer!
❙ Evaluate specific evidence which the candidate shared; be sure you are not bringing in any biases
❙ Gage their behavioral traits and skills
❙ Avoid the charisma trap
❙ High value on attitude, work ethic and motivation
❙ Learn from your personal past hiring processes
❙ Share the offer and explain the offered components
❙ Talk to the candidate regularly
❙ Keep track of the record of the candidate for future
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