Interview

Personel Interview

What is an Interview? Interview is one of the most powerful tool to assess ones suitability for a particular job. Interview is a dialogue not a monologue. Interview is actually assignment done by both the parties at the same time during the course of interaction.

Any Interview has two dimensions:-

• Technical • Behavioral

Behavioral can be further divided into following dimensions:- Self Worth Family Relationship Work and personnel life balance Social acceptability (Social Worth) Clarity of thoughts General awareness, basic core personality pattern etc.,

Types of Interview

Structured Interview:- A Structured interview is very rigid in its structure and contents. It is based on a thorough job analysis, which directs the flow of the interview. The interviewer selects the questions to be asked and plans the interview in advance, to comprehensively cover all areas related to the job and the candidate. The main advantage of a structured interview is that there is no scope for subjectivity. The same questions are asked to all the candidates, which help in better evaluation. The questions can be so framed as to cover all the pertinent aspects.

Types of InterviewUn-structured Interview:-

Where the interviewer does not determine the format or subject to be discussed. It leaves the interviewee with major control of the conversation. Exit Interview:-

The formal conversation that takes place between an employee and an HR or other manager to determine the reason(s) the employee is leaving. Walk-In Interview:-

Means you don't have to arrange an appointment for an interview, just knock at the door and be interviewed then and there.

Types of InterviewTelephonic Interview:-

An interview conducted over the telephone

Group Interview:-

An interview in which an employer holds a discussion with several candidates at one time.

A meeting in which several people interview a potential employee.

Panel Interview:-

An interview conducted by a group of people, not just by a single interviewer

Types of InterviewCompetency Based Interview:-A competency is defined as a skill, trait, quality, or characteristic that contributes to a person’s ability to effectively perform the duties and responsibilities of a job. Competencies are the gauges for job success. Identifying job-specific competencies enables you to assess how effective a person has been in the past and, therefore, how effectively she is likely to perform in your organization. While every job requires different competencies, there are four primary categories:

Tangible or measurable SkillsKnowledgeBehaviorInterpersonal skills

Video Screening Interviews:-

This is a low cost, high return method of interview. It’s useful to save time and space for interviewers and interviewees outside the easy access range of getting to interviews.

Types of InterviewThe Human Resources (HR) Interview:-

Conducted by HR specialists are both broad – based and job-specific. They are broad-based in that the HR interviewer covers a great deal of general territory, including goals and interests, and job-specific because the interviewer delves into the applicant’s education and experiences as they relate specifically to the available job opening.

The Departmental Interview:-

Which are conducted by department heads or managers, focus on whether the person can do the job; that is, they emphasize job-specifics.

Types of Interview

Peer Interview:-

Involve the colleagues of a potential employee. Most peer interviews are in the form of panels, although some are one-on-one. An HR representative should be present.

Stress Interview:-

Emotionally charged interview setting where the interviewee is put under psychological stress to evaluate how he or she performs under pressure.

Types of InterviewThe Interview Process:-

Interviewing is a long process which is made up of a series of activities, some of which are conducted simultaneously. Some of the major activities are –

PreparationSettingConduct of InterviewClosing an InterviewEvaluation

.

Successful Interview Tips

An Employer looks for intelligence (intellectual and emotional), communication skills, leadership qualities, ethics, competence, energy, imagination etc., from the candidate. Why Do Candidates Fail In An Interview * Poor grooming * Discourteous and ungraceful body language * Poor manners * Poor diction * Vague responses * Unappealing resume * Monetary benefits-centric approach * Lack of punctuality * Poor waiting hall behaviour

.


Some Behavioural "Unfavourable" Aspects

* Lack of personal or career goals * Lack of enthusiasm and confidence * Not owning up responsibility for mistakes * Self-justification, aggressiveness * Lack ofemotional maturity * Negative and cynical attitude * Over-reacting to questions * Lacking sense of humour * Complaining about various things and previous employers

.


Preparing for an interview - Look for * Company's main products and services and likely new products and services * Its key markets, its position in market and between major competitors * Its financial position / profit / turnover * Its history, reputation and achievements * Arrange all the papers required in a folder : Resume / CV, call letters, degree certificates, mark lists, NSS, NCC, sports / games certificates, experience certificates, references.

The Previous Day * Confirm the venue of the interview, distance, and mode of transport * Locate the venue earlier * Relax, have good sleep, visualise and pray

.


The Interview Day * Reach the venue at least 45 minutes ahead of the interview * Get familiar with the amblience * Don't carry too much baggage * Report to the authority concerned

Waiting Hall Behaviour * Maintain Decorum * Mingle with others politely * Avoid smoking, chewing, flirting, gossiping, defamatory comments * Greet others present * Switch off the mobile * Relax and visualise

.

Successful Interview TipsWhile Entering The Interview Hall * Enter confidently, not arrogantly * Shut the door gently * Smile and greet the interviewers * Shake hands only if they offer their hand

During The Eye Interview * Maintain eye contact * Be attentive, listen carefully, and lean forward * Don't lean on the table, and don't slouch * Don't toss your files across * Hand over your file-right side facing them * Don't laugh or giggle but smile gently * Be polite. use the words "Please" and "thank you" * Don't argue but can orally acknowledge

.


End Of The Interview * When informed, collect your belongings * Thank everyone * For a few steps from your seat, don't show your back * Don't rush. But move out with dignity * Shut the door gently when you leave

Follow Up * Send the thanking letter to the company the same day * Specify in the letter the point that was discussed * Thank the Placement Agency, if any * Thank your network source, if any

.


In Case Of Stress Interviews * Don't be upset * Let them not see that you are upset * Accept their point of view * Smile * Don't argue but be specific in responses with justification

Job Search Tips * Don't put all your eggs in one basket * Try many methods of job search * Start early for interviews * Learn how others have been successful in their job search * Learn how to think beyond your specialisation areas. * Plunge into action

.

Key attributes that recruiters really look for from and PGDM during interview:- Communication and Interpersonal SkillsEnthusiasmAbility to work well within a teamPersonal ethics and integrityAbility to change along with the OrganisationsAnalytical and problem-solving skillsFitment with the corporate culturePotential to be a leaderJob StabilityLikelihood of Recruiting potential starsWillingness of students to relocate to the required job locationContent Knowledge of the core curriculumCommitment to corporate social responsibilityPast work experience.

Dos and Don’ts of Interviewing

DO

Do express yourself clearly with a strong voice and good diction and grammar.

Do pay close attention to your personal appearance; dress to your advantage.

Do make concrete goals in planning for your career.

Do offer a firm handshake.

Do look the interviewer in the eye (but don't stare him or her down).

Do fill out applications neatly and completely.

DON’T

Don't be overbearing, overaggressive or conceited.

Don't show a lack of interest or enthusiasm.

Don't emphasize money as your main interest in the job.

Don't expect too much too soon - be open to the idea of starting at the bottom and working your way up.

Don't make excuses for unfavorable factors on your record.


DODo have as much knowledge about the industry, employer, and position as possible.

Do take criticism gracefully.

Do equip yourself with a strong knowledge of the company.

Do have prepared questions about the employer and position.

Do display a sense of humor.

Do display self-confidence.

Do bring a pen and small notebook with you to the interview.

Do remember the interviewer's name and use it

during the interview.

DON’TDon't condemn past employers or institutions of education; keep comments positive.

Don't display a marked dislike for schoolwork.

Don't be indecisive.

Don't display intolerance or prejudice.

Don't interview unless you are interested in the job...don't just "shop around."

Don't be late to the interview.

Don't state specific geographic restrictions.

Don't contradict yourself in responses.

Don't take notes during the interview - jot down your notes immediately after the interview.


DODo take time to think before answering difficult or unexpected questions.

Do take an extra copy of your resume and a list of references with you to the interview.

Do follow-up with a thank-you note restating your interest in the position.

Do contact the employer by phone if the interviewer does not contact you one week after the time from which he or she indicated you would be notified.

DON’TDon't forget: YOU control the content of the interview.

Don't glorify your past experiences - getting into a job for which you are under qualified is not recommended.

Don't assume that all employers will be delighted to hear of your plans for graduate school.

Don't smoke, chew gum, etc. even if offered or if the interviewer does so.

FAQ’s Why are you looking to leave your present job? Why do you want the job which we have advertised? What makes you feel that you will be suitable for this post? Why You want a job on less salary as compared to present one? What types of people you do not like? What is your aim in Life? Do you believe in unionism? If you are rejected today, what will be your reaction? After doing your degree, why have not you gone for MBA? Difference between Efficiency and Effectiveness? Leadership Competency: Leadership Interview QuestionsCommunication Competency: Communication Skills Interview Customer Service Competency: Customer Service Skills Sales competencies: Sales Skills Interview QuestionsInterpersonal Competency: Interpersonal Skills Interview

FAQ’s

Organizational Competency: Organizational Skills Interview

Decision Making Competency: Decision Making Interview

Strategic Thinking Competency: Strategic Thinking Interview

Creative Problem Solving Skills Interview Questions

Management Skills Interview Questions

FAQ’s

Additional Types of Questions

Open ended questions

Hypothetical questions

Probing Questions

Close – ended questions

FAQ’s


Open ended questions

Unstructured question in which (unlike in a multiple choicequestion) possible answers are not suggested, and the respondent answers it in his or her own words. Such questions usually begin with a how, what, when, where, and why (such as "What factors you take into account when buying a vehicle?" or "In your opinion, what is the reasonable price for this item?") and provide qualitative instead of quantitative information. Open ended questions are asked generally during exploratory research and where statistical validity is not a prime objective. See also closed question.

FAQ’s


Hypothetical questions

Imaginary situation based on certain proven or assumed facts, and formulated to arrive at a generalized answer applicable in most such situations.

Probing Questions

Probing questions means dig deeper to find out more about the other person.

Close – ended questions

A closed-ended question is a form of question which can normally be answered using a simple "yes" or "no", a specific simple piece of information, or a selection from multiple choices.

!THANK YOU!

Interview

Documents

Transcript of Interview