9. Interview Training Slides
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Transcript of 9. Interview Training Slides
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Interview Training
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Objectives
S Understanding of Interviews as an Employee Selection Technique"
S Know how to conduct Interviews
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What are some of the types of interviews that you have been
to?
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Types of Interviews
Purpose No. of Interviewer(s)
No. of interviewee(s)
Duration (approx)
When is this relevant in AIESEC?
Telephone/Skype Interview
Initial screening/virtual due to distance 1 1 30 mins
For short term positions such as TL where
candidates are abroad
One-on-one Interview
Usually by direct supervisor (last
interview) 1 1 45 mins
Before final confirmation of role (ie,
contract signing, announcement)
Panel Interview
To reduce interview bias or where multiple
perspectives are needed for a common broad area of applications
2 - 4 2 - 4 45 mins To determine who is to be allocated to what
Group Interview
Several applications for the same position/
programme 2 - 4 2 - 4 45 mins
To speed up common application for AIESEC’s
Explore! only
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Layout of an Interview
Table
Interviewers
Interviewee Door or window must be behind interviewee (to avoid distractions
Observers must be sited away from interviewee’s line of vision
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Interview Technique – STAR Model
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STAR Model
S Used to gather all the relevant information about a specific capability
S Situation
S Task
S Action
S Result
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STAR Model
Situation
S A recent challenge and/or situation that the interviewee found
him/herself in
Task
S What did the interviewee set out to achieve in the situation?
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STAR Model
Action
S What did the interviewee do?
S Look for specific information with regards to what the
interviewee did, why s/he did it, and what the alternatives were
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STAR Model
Results
S What was the outcome of the interviewee’s actions?
S What did the interviewee achieve through his/her actions and did
the interviewee meet his/her objectives?
S What did the interviewee learn from this experience and has s/he
used this learning since?
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What is Talent Selection?
S Talent Selection is about getting the right people with the Skills, Competencies and Behaviors needed to support your department
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What’s the difference between Skills, Competencies and Behaviours?
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Differences between Behaviours, Skills and Competencies
Behaviours Skills Competencies
Definition The actions or reactions of a person in response to external or internal stimuli
Ability to execute a task; technical or non-technical
Measures of job performance that combines a person’s skills, knowledge and behaviors that enable him/her to perform assigned tasks and roles
Examples Pro-active, self-starter, resourceful Sales Entrepreneurial
thinking/management
Assessment Method
- Assessment Centers - Situational questions
Technical or non-technical practice
- Assessment Centers - Situational Questions
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Interview Questions
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What are some of the types of questions that you have been
asked during interviews?
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Considerations
S Craft 4-5 questions for your respective function to assess the interviewee’s suitability for the department
S What are these questions testing for?
S Based on Job Description
S Does the interviewee possess the required experience/skills/behaviours required for the role?
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Skills-Based Questions
S Result-oriented o Could you share a situation where you planned and achieved a
long term goal?
S Customer Relationship Management o Please describe your approach when working with customers
and stakeholders
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Recap
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Interviews As An Employee Selection Technique
S How will you employee Interviews when selecting candidates for your department?
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