![Conducting Effective Interview,[object Object],Ahmed Seraj,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-1-2048.jpg?cb=1666023318)
![Objectives,[object Object],1,[object Object],What is Interview,[object Object],2,[object Object],Interviews Types,[object Object],3,[object Object],4,[object Object],Conducting Effective Interview,[object Object],5,[object Object],Interviewing Tips,[object Object],6,[object Object],Question Samples,[object Object],Topics,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-2-2048.jpg?cb=1666023318)
![Objectives,[object Object],1,[object Object],2,[object Object],Helping in achieving the Organizational Goals.,[object Object],Selecting and Hiring the Best Skilled Candidates that fit the Organization Requirements.,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-3-2048.jpg?cb=1666023318)
![An interview is a face-to-face meeting between the candidate and the interviewer or a panel of interviewers. ,[object Object],The interview is intended to be an exchange of information, not an interrogation (إستجواب),[object Object],What is Interview,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-4-2048.jpg?cb=1666023318)
![To allow the organization to assess the suitability of the candidate for the vacancy in question; and,[object Object],To allow the candidate to assess the suitability of the vacancy and the organization for him/herself.,[object Object],Interview Purpose,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-5-2048.jpg?cb=1666023318)
![Structured Interview,[object Object],Situational Interview,[object Object],Behavioral Description Interview,[object Object],Uses a set of standardized,[object Object],questions that are asked of all applicants. Every applicant is asked the same basic questions, so that comparisons can be mademore easily.,[object Object],3,[object Object],Interview in which,[object Object],applicants give specific,[object Object],examples of how they have performed or handled problems in the past.,[object Object],A structured interview that is composed of questions about how applicants might handle specific job situations.,[object Object],1,[object Object],2,[object Object],Types of Interviews,[object Object],Nondirective interview,[object Object],Interview that uses general questions, from which other questions are developed.,[object Object],6,[object Object],4,[object Object],5,[object Object],Stress interview,[object Object],Panel interview,[object Object],Interview in which several interviewers interview the candidate at the same time.,[object Object],Interview designed to,[object Object],create anxiety and put,[object Object],pressure on an applicant,[object Object],to see how the person,[object Object],responds.,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-6-2048.jpg?cb=1666023318)
![[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-7-2048.jpg?cb=1666023318)
![The interviewer should review the application form for completeness and accuracy before beginning the interviewIf the interviewer does not control the interview, the applicant usually will.,[object Object],Control includes knowing in advance what information must be collected, Systematically collecting it, and stopping when that information has been collected.,[object Object],Having control of the interview does not mean doing extensive talking.,[object Object],Planning the Interview,[object Object],Controlling the Interview,[object Object],Interviewing Basics,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-10-2048.jpg?cb=1666023318)
![The seven steps in conducting an interview,[object Object],Put the applicant at ease.,[object Object],1,[object Object],Explain how the candidate and organization can benefit from an open interview.,[object Object],2,[object Object],Explain areas that will be covered during interview.,[object Object],3,[object Object],Ask questions that elicit answers to the dimensions in each area.,[object Object],4,[object Object],Describe the job and the organization.,[object Object],5,[object Object],Ask the candidate if he has any questions.,[object Object],6,[object Object],Close the interview.,[object Object],7,[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-11-2048.jpg?cb=1666023318)
![What Should be Evaluated in an Interview,[object Object],Communications,[object Object],Personal / Motivational,[object Object],Interpersonal,[object Object],Decision Making,[object Object],Knowledge / Skills,[object Object],Management,[object Object],[object Object]](https://image.slidesharecdn.com/effectiveinterview-110622163723-phpapp01/75/conducting-effective-interview-12-2048.jpg?cb=1666023318)
Conducting Effective interview
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How to Conduct an Effective interview for selecting job Candidates by Ahmed Seraj
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Conducting Effective interview
- 8. Sufficient time should be allocated so that neither the interviewer nor the interviewee feels rushed.
- 9. A private location is important, so that both parties can concentrate on the interview content
- 13. Career History
- 18. Listening
- 22. Job Motivation
- 23. Work Standards
- 24. Initiative
- 26. Sensitivity
- 27. Leadership
- 28. Tenacity
- 29. Persuasiveness
- 30. Integrity
- 31. Analysis
- 32. Judgement
- 33. Decisiveness
- 35. Delegation
- 36. Control
- 41. The Horns Effect
- 46. Describe a difficult problem you faced and solved.
- 47. What approach to problem solving works best for you?
- 48. Tell me about a time when you were not honest.
- 49. How would you react if you were asked to do something unethical?
- 50. If you saw a coworker doing something dishonest, what would you do?
- 51. When did you last break a rule?
- 52. When I call your previous employer, what will they say about you?
- 53. What are your strengths and weaknesses?
- 54. Why did you leave your last job?
- 55. Why should we hire you?
- 56. What is most important to you in a job?
- 57. What questions do you have for me?
- 58. What have you done that shows initiative?
- 59. What career objectives have been met?
- 60. How do you measure success?
- 61. What rewards mean most to you?
- 62. What projects make you excited?
- 63. What kind of people do you like to work with?
- 64. Tell me about a conflict with a fellow worker–how was it resolved?
- 65. Describe your management style.
- 66. How do others see you?