Presentation on theme: "Adult Social Care Workforce Development Interview Techniques Stephanie Charles Lisa Koc Sharon Middleton."— Presentation transcript:
Adult Social Care Workforce Development Interview Techniques Stephanie Charles Lisa Koc Sharon Middleton
Welcome and introductions… Acting as a Broker. Not involved in the re-structure, selection or process. Open and transparent. Independent and confidential service. We want you to be successful at Stage 2 of the process.
Be familiar with the process. Know the key interview skills. Feel confident about producing a good written statement. Understand Job Description and Employee Specification (JD/ES). Effectively use the JD/ES to prepare. General preparation. During the interview. Competency based interview questions (CBI). Objectives…
Before we get going … Icebreaker
Application by preferred choice/location. Stage 1 – written assessment. Stage 2 – competitive interview. Offered post. Referral to Redeployment. The Process…
. Skills for an interviewee …? IT Listening Reading Speaking Thinking Writing Accurate Body language Clear Communication Confidence Current Precise
What is being measured? Ability to convey information. Clarity of explanation. Use of real and current examples. Spelling and grammar. IT skills (Senior Reablement Officers) The assessment will contribute towards 25% of the overall score and will be independently marked. Individuals will have 7 days to produce and submit the written piece of work once notice has been given. Written Assessment…
Pointers for producing a good written statement: Written Assessment… Carefully read what is being asked of you. Think about what you’d like to include and write down your initial thoughts, which you can build on later. Ensure you use a good range of real examples that demonstrates and compliments your knowledge, ability and experience of the job. That Information flows and it makes sense. Proof read – check spelling and grammar. Read it back.
Lists the main role and responsibilities of the job. It is council policy that every post has a JD – updating or creating a JD is the first part of the process. The council has a standard form for JD’s. This ensures that all job descriptions follow the same format throughout. Forms part of a binding contract of employment. Linked to appraisal and the setting of objectives. Job Description…
Detailed document that gives details of the experience, skills, knowledge and abilities required to perform a job. Details the essential and desirable qualifications required. A good application form is one which is concise and fully matches the requirements listed on the employee specification. Employee Specification…
. Key documents for this process …? What do they tell us? How can you maximise the use of these documents to increase your chances of success at stage 2 of the process?
Research - bring yourself up to speed with national and local priorities. Prepare questions relating to the JD/ES. Prepare possible answers relating to the ES. Be able to provide real examples of the work you have done. Be smart and presentable. Ensure you have paper and a pen. Take certificates. Remember - eat, drink and get a good nights rest before the interview. Preparation…?
Make sure your mobile phone is turned off. Be punctual – aim to arrive early. Be polite, speak clearly and with confidence. Display use of positive body language. Be enthusiastic about the job opportunity. Ask the interviewer to repeat questions if necessary. Write down the questions/take notes. Take your time. Ask questions. At the interview…?
Competency Based Interview questions (CBI). The purpose of competency based questions is to get candidates to provide examples of where or when they have shown particular skills and or abilities. CBI questions are more in-depth probing questions. Interviewees must showcase multiple skills and abilities and demonstrate they have the required skills by using real examples: o Tell me … o Explain … o Give me an example … Types of questioning…