Interviewing skills

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Interviewing Skills : 

Interviewing Skills Interviewing Tips, Technique, Questionnaire and Counseling. 1 Interviewing Skills

Chapter One: Introduction to interviewing skills. : 

Chapter One: Introduction to interviewing skills. Interviewing Tips, Technique, Questionnaire and Counseling. 2 Interviewing Skills

Why Interviews Are Important : 

Why Interviews Are Important Interviews: Give you an opportunity to meet job candidates face-to-face Help you to assess a candidate’s strengths, weaknesses, and suitability for the job Provide you with the information you need for making the best hiring decisions Interviewing Skills 3

Employment Interviews : 

Employment Interviews Interviewing Skills 4 Organization’s Main Objective Applicant’s Main Qualifications Match Applicants with the Organization Match Goals and Capabilities with the Job

Typical Interview Sequence : 

Typical Interview Sequence Interviewing Skills 5 The Interview Process Hiring Decision Applicant’s Objectives Employer’s Objectives

Types of interviews and their objectives. : 

Types of interviews and their objectives. Traditional Face-To-Face Interview Most interviews are face-to-face. The most traditional is a one-on-one conversation. Your goal is to figure out if the interviewee’s qualifications match the organization needs. 6 Interviewing Skills

Panel/Committee Interview : 

Panel/Committee Interview Typically, three to ten members of a panel may conduct this part of the selection process. Interviewers are trying to analyze the group presentations skills of the interviewee and his respond to each interviewer. 7 Interviewing Skills

Behavioral Interview : 

Behavioral Interview The premise of this interview is that the interviewee past behavior is the best predictor of his future actions. The types of questions may be asked in any interview format—telephone, panel or one-on-one. When the interviewer asks behavior-oriented questions, he is asking questions that must be answered based on facts. 8 Interviewing Skills

Behavioral Interview (cont.) : 

Behavioral Interview (cont.) With a behavioral question, the interviewer is looking for results, not just an activity list. He is listening for names, dates, places, the outcome and especially what your role was in achieving that outcome. This type of question generally starts with the words “Give me an example when...” or “Tell me about a time when… 9 Interviewing Skills

Case Interview : 

Case Interview In this interview the interviewee asked to demonstrate his problem-solving skills. The interviewer will outline a situation or provide a case study and ask the interviewee to formulate a plan that deals with the problem. The interviewers are looking for how the interviewee apply his knowledge and skills to a real-life situation. 10 Interviewing Skills

Telephone/video Interview : 

Telephone/video Interview Many organizations will conduct interviews by telephone to narrow a field of candidates. Telephone interviews are used as a preliminary interview for candidates who live far away from the job site. In this interview the candidate voice is key, so you should listen carefully. 11 Interviewing Skills

Group Interview : 

Group Interview A group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with customers. The front-runner candidates are gathered together in an informal, discussion type interview. A subject is introduced and the interviewer will start off the discussion. The goal of the group interview is to see how the interviewee interact with others and how he use his knowledge and reasoning to influence others. 12 Interviewing Skills

Lunch/Dinner Interview : 

Lunch/Dinner Interview The same rules apply at a meal as those in an office. The setting may be more casual. See if the interviewee will order alcohol drink or messy foods. 13 Interviewing Skills

Stress Interview : 

Stress Interview The stress interview was common in sales positions, it is usually a deliberate attempt to see how the interviewee handle him/herself under pressure. The interviewer may: be sarcastic or argumentative, or may keep the interviewee waiting and may also lapse into silence at some point during the questioning, to unnerve the interviewee. 14 Interviewing Skills

Questioning and listening skills : 

Questioning and listening skills Questioning and listening are key skills for on-the-job learning, supervision and appraisal. Questioning can have a number of functions such as testing knowledge, promoting understanding, introducing new viewpoints, and stimulating reflective and critical thinking. Listening is an essential part of verbal communication. A good listener uses a variety of techniques that include paraphrasing, checking perceptions and summarizing. Interviewing Skills 15

Questions categories : 

Questions categories There are to categories of questions: which can be answered with a yes, or no, a simple piece of information that is clearly right or wrong. which aim to elicit more expansive replies and encourage further discussion. Interviewing Skills 16 Closed questions Open questions

Questioning technique : 

Questioning technique Review applications and résumés Prepare a list of questions Make sure questions relate to job qualifications Create open-ended questions Plan for easy follow-up Interviewing Skills 17

What to ask and not to ask! : 

What to ask and not to ask! To Ask: Specific duties? Typical day? Major achievements? KSA? Why leaving current job? Salary expectations? Not to Ask: Age, Citizenship, Religion. Disabilities Marital status Military service Non-professional affiliations. Arrest records Interviewing Skills 18

Listening skills : 

Listening skills A good listener really hears and understand what the interviewee is saying and response to all parts of his conversation or concerns- not just what is obviously apparent. Effective interviewing requires good listening skills, even more than the skills required to ask questions Interviewing Skills 19

Types of listening : 

Types of listening Critical Listening - paying attention to the way that something is presented. Discriminative Listening - being sensitive to non-verbal clues in a speaker, such as looking at body language and facial expressions, and listening to tone of voice. Informative Listening - paying attention to determine what the speaker is trying to tell you. Interviewing Skills 20

Summarizing skills, revisiting points. : 

Summarizing skills, revisiting points. Interviewing Skills 21 Summarizing skills: differences between summaries, paraphrases, and interpretations.

Summarizing skills, : 

Summarizing skills, The summarizing process: Identifying the key points of a text/speech. Paraphrasing key points at a sentence-level. Transforming sentence-level paraphrases into reported speech. Adding sequential markers. Interviewing Skills 22

timing : 

timing Be sure to allow enough time for each interview Anticipate interruptions Allow sufficient time between interviews Interviewing Skills 23

Review Your Notes : 

Review Your Notes Notes should be factual. Avoid any opinions or personal biases. Include job-related information only. Keep notes on file for at least 1 year. Interviewing Skills 24

Selection interview : 

Selection interview Interviewing Skills 25

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