Interviewing PowerPoint Content

Interviewing 2013: 

Interviewing 2013

The Interviewing Process: 

The Interviewing Process www.readysetpresent.com Page 2

Program Objectives: 

Program Objectives Learn about: Pre-interview. Job Description. Interview Format. Interview. Question Preparation. Post-interview. Decisions. www.readysetpresent.com Page 3

Definitions: 

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

A Definition Of An Interview: 

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

PowerPoint Presentation: 

www.readysetpresent.com Page 6 Interactions Between Interviewer & Interviewee

Job Descriptions Importance (1 of 2): 

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

Probing the Resumé: 

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

Types of Interviews (1 of 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 or otherwise) from an organization. www.readysetpresent.com Page 9 Adapted From: “Interviewing Candidates” by Prentice Hall

Seven Types of Questions: 

Seven Types of Questions Behaviors Opinions Values Feelings Knowledge Sensory Experience Background/Demographics www.readysetpresent.com Page 10

Job Knowledge Questions: 

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…” www.readysetpresent.com Page 11 Adapted From: “Interviewing Candidates” by Prentice Hall

3-Part Task Statement: 

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

The Team: 

The Team www.readysetpresent.com Page 13

The Team (2 of 8): 

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

The Power Interview: 

The Power Interview www.readysetpresent.com Page 15

22 Steps to Success (3 of 9): 

22 Steps to Success (3 of 9) We, as a team, allow adequate time to do the job right. We build a schedule and stick to it. We take resumés with a grain of salt, always searching for inconsistencies. Whenever possible, we create a qualifications questionnaire that every candidate must complete. www.readysetpresent.com Page 16

PowerPoint Presentation: 

What is your next step? www.readysetpresent.com Page 17

PowerPoint Presentation: 

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 on the 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, 3 points to embrace, 8 prohibited questions, 7 types of questions, 5 points on 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 ground rules, 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