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Interviewing Candidates Presentation

Interviewing Candidates Seungju Lee Kealalani IaeaOverview Types of Interviews Activity/Role Play Legal Consideration Types of Interviewing Questions Warning Signs when Interviewing Conducting an Effective Interview After InterviewTypes of Interviews Audition Interview- C ompanies want to see you in action before they make their decision . Behavioral Interview- E mployers use standardized methods to mine information relevant to your competency in a particular area or position. Group Interview- Interviewing simultaneously with other candidates can be disconcerting, but it provides the company with a sense of your leadership potential and style Informational Interview - J obseeker and employer exchange information and get to know one another better without reference to a specific job opening.Types of Interviews Stress Interview- The interviewer intentionally attempts to upset you to see how you react under pressure. Tag Team/Panel Interview- You may be interviewed by two or more company representatives simultaneously . Targeted Interview- Key qualifications for success on the job are identified and relevant questions are prepared in advance. Unstructured Interview - The interviewer is not given instructions on what specific areas to cover.Types of Interviews Multiple Interviews- In which you meet individually with various representatives of the organization. Screening Interview- A preliminary interview either in person or by phone Situational Interview- Situations are set up which simulate common problems you may encounter on the job. Structured Interview- Interviewer explores certain predetermined areas using questions which have been written in advance.Activity Interviewing CandidatesLegal Considerations Age Gender Race Religion Martial, family or residential situation Place of birth country of origin or citizenship Arrested records Disabilities HealthTypes of Interviewing Questions Credential Verification question- Its purpose is to place objective measurements on features of your background. “What was your GPA?” Experience Verification Questions - Its purpose is to subjectively evaluate features of your background “What were your responsibilities in the position you last held?” Opinion Questions - Its purpose is to subjectively analyze how you would respond in a series of scenarios. “What are your strengths and weaknesses?” Dumb Questions- Its purpose is to get past your pre-programmed answers to find out if you are capable of an original thought. “What kind of animal would you like to be? Why?”Types of Interviewing Questions Math Questions - Its purpose is to evaluate your mental math calculation skills. How many ping pong balls could fit in a Volkswagen?“ Case Questions - Its purpose is to evaluate your problem-solving abilities and how you would analyze and work through potential case situations “What is your estimate of the global online retail market for books?” Behavioral Questions- Its purpose is to anticipate future behaviors based upon past behaviors. “What were the steps you followed to accomplish a certain task?” Competency Questions- Its purpose is to align your past behaviors with specific competencies which are required for the position. “Can you give me a specific example of your leadership skills?”Warning signs when interviewing The candidate is big on adjectives but can’t back them up Your questions take the candidate by surprise The candidate won’t admit that there are areas he could stand to improve The candidate can’t tell you the most crucial function of his current position. The candidate “really wants to work for your company” but can’t articulate why The interviewee says his present company “doesn’t offer enough room for growth.” None of the candidate’s references can offer specific details on job performance.Designing and conducting an effective interview Prepare - R eview a candidate's paperwork Know what you want Prepare a script Set the Tone - Express your appreciation Plan the Environment- privacy, no interruptions, ensure the interviewee is looked after while they wait Listen to Your Instincts - If a candidate seems too good to be true or seems to lack the skills you need, be honest with yourself as you assess the meeting Manage Your Time - D o your best to stick with the time that is schedule d . Write it Down - You'll want to take notes so that you can review the meeting at a later time .After the Interview Review your notes Clear up illegible writing Check for errors and fill in any gaps Review your checklist http://www.peru.edu/education/docs/admission_interview.pdf Rate your applicantsThank You!!{nameOfApplication=Show}

경영/경제| 2009.04.02| 13페이지| 1,000원| 조회(174)

인적자원관리, 인터뷰, Candidates

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