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Understanding Interviews- Content Assessment & Process The whole Interview Process can be divided into two major part:- The Content (Product) Assessment.

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Presentation on theme: "Understanding Interviews- Content Assessment & Process The whole Interview Process can be divided into two major part:- The Content (Product) Assessment."— Presentation transcript:

1 Understanding Interviews- Content Assessment & Process The whole Interview Process can be divided into two major part:- The Content (Product) Assessment Part:- Your actual suitability for the job, your qualification, domain knowledge and skill levels; Attitude and abilities like enabling competencies as earlier discussed- and thus your potential for future performance on the job and results you will deliver are the major “Content Assessment Area”. Competency mapping and fit with job role expectation as earlier discussed is the evaluation approach for these contents

2 Cont. The Process Part:- Showcasing and marketing your recourses as above ( as a seller of services on hire) to the recruiter ( the buyer of services- who will pay the price of hiring and expect performance and results in return). Thus Interviewing is essentially a selling and buying process in this regard and where you as a “Seller of services fit” into the expectation of the recruiter “the buyer of services”. Thus how you present and showcase your abilities also is just as important; we may call this the Marketing or Sales Promotion- Process Part.

3 Closer the fit better the chances of selection Evaluation of Content (your abilities as a product for hire) is the major “fitment factor” but remember the process of showcasing is also just as important- Interviewing is a subjective process and interviewers are impressionable. It is not necessarily the best who get selected- rather it is the “good ones” who create the right impressions and are perceived as “suitable and acceptable” by the interviewer are the ones who receive the placement offers. Infact interview assessments research shows- it is only 65% of the time that the decision is correct and 35%of the time it is wrong “off the mark”. Cont.

4 Understand the Process (showcasing part) Impression and Image – 10% of the weightage  YOU NEVER GET A SECOND CHANCE TO MAKE A FIRST IMPRESSION!!!  Be punctual, realistic, relaxed, courteous, enthusiastic  Smile, pleasant greeting, firm handshake  Proper dress, hair and hair style, shaved and clean look

5 Dress In A Manner That Suits The Job  Look professional- From dress, body language and disposition  Be neat and tidy- Clean and formal dress; well groomed look  Wear a pleasant smile- A smile indicates an amicable and likable disposition as against a distraught and highly strung nature.  Remember “you are not fully dressed unless you wear a smile”.

6 What It Means:  Better to be dressed in formals – informal dresses may not be appreciated by all.  Conservative long-sleeved shirt- light colored - white/cream are the best, or light/ postal shades.  Clean, polished conservative shoes  Well-groomed hairstyle; properly cut and laid hair, clean shaven; or if sporting a beard-well trimmed.  Clean, trimmed fingernails  A little cologne or perfume-just to serve as a deodorant not as an advertisement  Empty pockets--no bulges or tinkling coins; or pouches and medicine  Light briefcase, folder or portfolio case for carrying mark sheets, certificates, testimonials, photographs, pencils, pen, eraser/sharpener etc.

7 Body Language appropriate for interviews This refers to the way we carry ourselves and the nonverbal messages that are transmitted by our gestures or mannerisms.  Walk and stand straight  Head erect and sitting squarely on your shoulders.  Sit upright (avoid slouching)  Feet flat on the floor or crossed at the ankles  Make eye contact with all interviewers; rotate the gaze

8 Cont.  Hands and arms should be in an open position, resting on your lap, arms at your chair or at your side, or on the table in front of you with a little forward incline.  Avoid fidgeting, squirming, rocking  Avoid playing with objects, your hair, clothing, etc.  Wear a pleasant facial expression, friendly, welcoming smile on your face.  Look confident, full of energy.  Be your natural self, not distraught or tense, just as you are in a conversation with a senior

9 QUESTIONS AND ANSWERS- The Content/Assessment Part  Listen carefully the questions before answering back.  Pause for a moment to recall and arrange your thoughts.  Practice of mock interviews and FAQ’s will be of great use in recalling/flow of words.  Answer back in a measured and clear voice.  After asking a couple of “Comfort” questions the interviewer will go on to hobbies, projects done, favorite subject, strength, weaknesses, your vision and objective or goals, domain knowledge and will gauge basically your knowledge ( or potential for gaining the knowledge given in the training). Skills generally are not evaluated by big companies, who have structured training programs to develop the same but only fundamental and conceptual grasp is evaluated.

10 Cont.  Skills (Industry ready level of skills) also are important when the company has immediate deployment needs or when the time and resources for training are ruled out. Medium sized companies and many transnational companies may have such need based skill approach.  In addition, the training you have received, projects undertaken, extra value added courses; etc are technical (domain) question area.  If the communication, confidence, conduct assessment is found satisfactory, a more through attitude appraisal; for your suitability will be undergone, before a correct fit of your competency and job expectation can be assessed.  You must be fairly well acquainted about the job requirement (competency expectation); the company’s history, vision/mission, aspirations, product line and essential information about product range, annual revenue, growth & challenges to be able to answer several HR questions


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