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Interviewing    2013
The Interviewing Process                www.readysetpresent.com   Page 2
Program Objectives  Learn about:  Pre-interview.  Job   Description.  Interview    Format.  Interview.  Question    P...
Definitions   INTERVIEWING:      A set of verbal and nonverbal       interactions between two or more       people, focus...
A Definition Of An Interview  An interview     is a “presentation of self” for the      interviewer, the interviewee, and...
Interactions     Between  Interviewer &    Intervieweewww.readysetpresent.com   Page 6
Job Descriptions Importance(1 of 2)    Importance          Clarify who is responsible for what           within the compa...
Probing the Resumé     Probe the resumé information. Ask:       “What steps do you take at ABC      Manufacturing to cond...
Types of Interviews                 (1 of 9)                Selection Interview: An interview                 for selecti...
Seven Types of Questions  1.   Behaviors  2.   Opinions  3.   Values  4.   Feelings  5.   Knowledge  6.   Sensory Experien...
Job Knowledge Questions                Ask questions to test job                 knowledge.                   – “What are...
3-Part Task Statement     The Task: Conduct a recruitment      interviewing seminar.     The Time-Frame: 8 hours     Th...
The                          Teamwww.readysetpresent.com     Page 13
The Team     (2 of 8)     Based upon the research/      interviews and organizational      needs, your team will prepare ...
The Power                Interviewwww.readysetpresent.com     Page 15
22 Steps to Success          (3 of 9)  4.   We, as a team, allow adequate       time to do the       job right. We build a...
What is your                 next step?www.readysetpresent.com   Page 17
Download “Interviewing”                 PowerPoint presentation                at ReadySetPresent.com   156 slides include...
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Interviewing PowerPoint PPT Content Modern Sample

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140 slides include: why to interview, what to look for, tools to effectively interview, when to use open and closed questions, 4 types of interviews, observable and unobservable components in interviews, legal questions, how to avoid bias, the halo effect, utilizing contrary evidence, what to do after the interview, 22 steps to a successful power interview, how to's and more.

Veröffentlicht in: Business, Technologie
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Interviewing PowerPoint PPT Content Modern Sample

  1. 1. Interviewing 2013
  2. 2. The Interviewing Process www.readysetpresent.com Page 2
  3. 3. Program Objectives Learn about: Pre-interview. Job Description. Interview Format. Interview. Question Preparation. Post-interview. Decisions. www.readysetpresent.com Page 3
  4. 4. Definitions INTERVIEWING:  A set of verbal and nonverbal interactions between two or more people, focused on gathering information to decide on a course of action (i.e. hiring for a job). www.readysetpresent.com Page 4
  5. 5. A Definition Of An Interview An interview  is a “presentation of self” for the interviewer, the interviewee, and the organization. www.readysetpresent.com Page 5
  6. 6. Interactions Between Interviewer & Intervieweewww.readysetpresent.com Page 6
  7. 7. Job Descriptions Importance(1 of 2) Importance  Clarify who is responsible for what within the company.  Help the jobholder understand the responsibilities of the position.  Be helpful to job applicants, employees, managers, and human resources professionals at every stage in the employment relationship, from recruitment to retirement. www.readysetpresent.com Page 7
  8. 8. Probing the Resumé  Probe the resumé information. Ask: “What steps do you take at ABC Manufacturing to conduct a needs analysis?”  Use resumé information to probe the person’s background: “It seems you achieved a lot on your own at ABC.”  “Which do you prefer: to work alone or under close supervision?” www.readysetpresent.com Page 8
  9. 9. Types of Interviews (1 of 9)  Selection Interview: An interview for selecting an applicant based on predicted job success.  Appraisal Interview: An interview for discussing performance after a performance appraisal.  Exit: An interview for discussing the reasons for removal (mutual orAdaptedFrom: otherwise) from an organization.“InterviewingCandidates” byPrentice Hall www.readysetpresent.com Page 9
  10. 10. Seven Types of Questions 1. Behaviors 2. Opinions 3. Values 4. Feelings 5. Knowledge 6. Sensory Experience 7. Background/Demographics www.readysetpresent.com Page 10
  11. 11. Job Knowledge Questions  Ask questions to test job knowledge. – “What are the procedures for…” – “What is the standard operation for…” – “What is the goal when…” – “What must be done when…” – “How do you do…”AdaptedFrom:“InterviewingCandidates” byPrentice Hall www.readysetpresent.com Page 11
  12. 12. 3-Part Task Statement  The Task: Conduct a recruitment interviewing seminar.  The Time-Frame: 8 hours  The Means: Prepared materials, a structured teaching plan, transparencies and student handouts.  The Conditions: Work with 15 to 20 managers who often make hiring decisions. Hold the session on site. www.readysetpresent.com Page 12
  13. 13. The Teamwww.readysetpresent.com Page 13
  14. 14. The Team (2 of 8)  Based upon the research/ interviews and organizational needs, your team will prepare a job description to detail skills, behaviors, and experiences required.  The team may use a job description questionnaire, intra/interdepartmental interviews and/or a management position audit to get a complete and comprehensive picture. www.readysetpresent.com Page 14
  15. 15. The Power Interviewwww.readysetpresent.com Page 15
  16. 16. 22 Steps to Success (3 of 9) 4. We, as a team, allow adequate time to do the job right. We build a schedule and stick to it. 5. We take resumés with a grain of salt, always searching for inconsistencies. 6. Whenever possible, we create a qualifications questionnaire that every candidate must complete. www.readysetpresent.com Page 16
  17. 17. What is your next step?www.readysetpresent.com Page 17
  18. 18. Download “Interviewing” PowerPoint presentation at ReadySetPresent.com 156 slides include: 6 pre-interview, interview, and post-interview objectives, a 4 point process for interviewing, a 3 point process for interviewing and another 4 point process for interviewing, 4 points onthe importance of effective interviewing, 4 points on interfering factors, 5 points on preparation, 4 tools for interviews, 5 points on the importance of job descriptions, 3 points on the purpose of job descriptions, 4 steps for creating job descriptions, 5 points on preparation, 3 points on probing the resume, 18 types of interviews, 4 points on interview ideas, 6 points on the opening, 8 points on interviewing for what, 6 points on why interviewers take charge, 3points to embrace, 8 prohibited questions, 7 types of questions, 5 pointson the sequence of questions, 6 types of permissible questions, 5 points on behaviors, 4 points on goal of a job, 7 points on observable factors,16 points on unobservable factors, 5 points on not priming the pump, 5 offensive words, 3 points on setting the stage, 10 points on groundrules, 8 key points, 4 points on a 3-part task statement, 3 practice tips, 17 points on the team, 7 points on the power interview, 22 steps to success and 16 action steps. Royalty Free - Use Them Over and Over Again. Updated & Expanded 2013 Now: more content, graphics, and diagrams www.readysetpresent.com Page 18

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