2. Introduction
Maree
Harvest Recruitment
3. Objectives
Your experience (recruitment/interviewing) and the challenges you
have found?
What do you seek from the session?
4. Objectives
By the end of this workshop you will:
Understand the role interviews play in the hiring process
Gain the tools to effectively plan and undertake interviews
Use interview techniques appropriate for the role being
recruited
Have a greater understanding of body language
Confidently make a hiring decision
5. 1.0 Selection Process
Candidate Pool
Screen
Interview
Testing
Reference Check
Negotiate Offer
6. 2.0 Screening Tools
7. 3.0 Importance of a Good Interview
Benefits
Pitfalls
8. 4.0 Why Interview?
4.1 Benefits for the Company/Employer
Make a selection decision
9. 4.0 Why Interview?
4.1 Benefits for the Company/Employer
Get to know the candidate
10. 4.0 Why Interview?
4.1 Benefits for the Company/Employer
Check against resume does it stack up?
11. 4.0 Why Interview?
4.1 Benefits for the Company/Employer
Fill in Gaps in Resume or Gain clarification
12. 4.1 Benefits for the Company/Employer
To understand what your competing against (what else is
happening)
13. 4.1 Benefits for the Company/Employer
To get a feel for how your brand is perceived (market
information)
14. 4.1 Benefits for the Company/Employer
Brand your company, communicate the brand and latest
developments
15. 4.1 Benefits for the Company/Employer
Determine the key drivers of the candidate
16. 4.1 Benefits for the Candidate
Candidate Knowledge of the company, Impressions (good/bad),
Branding
17. 4.1 Benefits for the Candidate
Chance to showcase their skills
18. 4.1 Benefits for the Candidate
To add to their resume
19. 4.1 Benefits for the Candidate
To sell their value
20. 5.0 Road blocks
Before you launch ... be aware of
5.1 Legislations privacy, discrimination (age, sex, race)
21. 5.0 Road blocks
Before you launch ... be aware of
5.2 Halo Affect
22. 5.0 Road blocks
5.3 The quadrants to beware of
23. 5.0 Road blocks
5.4 Have a sound interview structure, inform the candidate and
stick to it
24. 5.0 Road blocks
Dont have judgement cast in stone based on the resume, keep an open
mind.
25. 5.0 Road blocks
5.5 Gain the answers that will reinforce that you are the
candidates preferred choice What attracted them to the role, the
company, what makes them feel they are a strong candidate, what
frustrations with current employer (prevents counter offers down
the track)
26. 5.0 Road blocks
5.6 The Tough Interview - does it work?
27. 5.0 Road blocks
5.7 Aim to have every candidate leave wanting the job (be actively
interested in them, their background), better to let down a
candidate that is eager than try and motivate one sitting on the
fence
28. 5.0 Road blocks
5.8 Time frame for interview be fair and give candidate every
chance to succeed
29. 6.0 Key Ingredients
6.1 Plan
30. 6.0 Key Ingredients
6.1.1 Role and Questions
31. 6.0 Key Ingredients
6.1.2 What are you looking for (technical, education,
skills/experience, cultural fit)
32. 6.0 Key Ingredients
6.1.3 Standardise use a form, develop an interview form that can be
used to cover standard elements with flexibility for notes on the
specific role.
33. 34. 6.0 Key Ingredients
6.1.4 Ratings how will you rate answers
35. 6.0 Key Ingredients
6.1.4
Who(alone or more than one),
What (Icebreaker general chit chat, style formal/informal,
preference, skills, behaviours, attitudes),
Where(quiet no distractions),
When(timing from anticipated start date),How?
Confidentiality/Timing/Structure (put into segments)/Explain the
process
36. 6.2 Interview Techniques
6.2.1 Open Questions
These are questions designed to open up discussion.
Usually start with Who What Where When Why or Tell me ... or
Describe
Activity
37. 6.2 Interview Techniques
6.2.2 Preference
What is your preferred ... job/job
content/industry/company/location/salary?
What dont you want?
What dont you like?
Activity
38. 6.2 Interview Techniques
6.2.2 Preference
Why use Preference Based Interviews?
39. 6.2 Interview Techniques
6.2.2 Preference
(i) Gives a framework to the candidate and their desires
(ii) Know very quickly if talking the same language
40. 6.2 Interview Techniques
6.2.3 Competency based/ Behavioural Interviews
41. 6.2 Interview Techniques
6.2.3 Competency based/ Behavioural Interviews
Questions that will reveal the way a candidate behaves.
42. 6.2 Interview Techniques
6.2.3 Competency based/ Behavioural Interviews
Previous performance being a measure of future performance.
43. 6.2 Interview Techniques
6.2.3 Competency based/ Behavioural Interviews
Start looking at the style and cultural fit of the candidate for
the business
44. 6.2 Interview Techniques
6.2.4 Technical Questions (based on your industry and the
essentials required in the role)
Bringing it all together Role Play
45. 6.3 Body Language
Body Language
Body Language is the use of gestures, postures, position and
distance which conveys a certain message
46. 6.3 Body Language
Job Seeker Body Language - 1
Arm, hand or actual barriers- used when a person is amongst
strangers or anywhere a person feels uncertain and insecure
InterpretationThe candidate is Nervous
47. 6.3 Body Language
Job Seeker Body Language - 1
Action take some steps back to lighten the mood/discussion, until
barriers open
48. 6.3 Body Language
Job Seeker Body Language - 2
Leg Barriers
Particularly the ankle lock the gesture is one of holding back
negative attitude, emotion, nervousness or fear
Interpretation The Candidate is Nervous or Does Not Agree
49. 6.3 Body Language
Job Seeker Body Language - 2
Action again reduce the stress level if possible or ask how they
feel (especially if the action is taken as a result of a comment or
question that has been made)
50. 6.3 Body Language
Job Seeker Body Language - 3
Hand Clasping
Can be at different levels eg. On lap, on table, in front of
face.
The gesture shows an element of hostility or holding back a
negative attitude
51. 6.3 Body Language
Job Seeker Body Language 3
Interpretation The candidate doesnt necessarily agree with what was
said. The interviewer has said something that disappoints the
candidate
Action ask the candidate what they think/feel about what was said.
Work towards opening the palms.
52. 6.3 Body Language
Job Seeker Body Language - 4
Body position
Leaning forward can be interpreted as being engaged. Too far
forward and they want to wrap up/leave.
53. 6.3 Body Language
Job Seeker Body Language 4
Leaning Back can be interpreted as uninterested but may also be the
persons comfortable position. Leaning back with hands behind head
is a power position
Leaning Back with arms and or legs crossed is a defensive
position.
54. 6.3 Body Language
Job Seeker Body Language 5
The Eyes
Sideways Glance interest, collecting thoughts or hostile? Look at
accompanying facial signals
55. 6.3 Body Language
Job Seeker Body Language 5
The Eyes
Eyeblock (prolonged blink) the person may be trying to block you
out. Interpretation Nerves or feels superior
56. 6.3 Body Language
Are they lying???
Common deceitful gestures include:
Hand to face gestures; Ear, nose or eye rub; Hand over mouth; Neck
Scratch; Collar pull
Shoulder Shrugs
Looking away
57. 6.3 Body Language
Overriding Factors
Look for congruence do other expressions support the gesture?
Address gestures in context situation, circumstance and
environment
58. 6.3 Body Language
How To Lie ...
59. 6.3 Body Language
60. 7.0 Next Steps
7.1 Review notes to remember candidate
Debrief with Others
Overall rating
Rating on Answers to Questions
61. 7.0 Next Steps
7.2 Communication (so important)
62. 7.0 Next Steps
7.3 Further testing, reference checking
63. 7.0 Next Steps
7.4 Negotiation of Offer
64. 7.0 Next Steps
7.5 One, Three and 12 Month Reviews
65. 7.0 Next Steps
7.6 Training and Development Plan
66. Interview Guide
67. Thank You
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