Presentation on theme: "CONDUCT OF INTERVIEWS BY"— Presentation transcript:
1 CONDUCT OF INTERVIEWS BY J. MWANJALASENIOR WARDEN
2 INTRODUCTIONInterview- is a conversation between two or more people where questions are asked by the interviewer to elicit facts or statements from the interviewee.There are three basics steps in conducting interview:PreparationConductingEvaluation
3 Steps Involved For Conducting Interview 1. PreparationPreparation is the primary or initial phase of an interview process.Under it, the candidates to be interviewed are called for an interview and schedule or plan for the interview is prepared. This means basic ground for conducting the interview is determined. For example, preparing for job descriptions and specifications, preparing specific checklists or questionnaires etc. come under preparation phase of the interview process.
4 2. ConductingThe prepared plans and actions are implemented which is called conduction of the interview.Under this phase, a face-to-face communication takes place between interviewee and interviewer in order to obtain required knowledge and skill from the interviewee. Hence, the information and ideas are exchanged through two-way communication between the interview giver and taker. While conducting interview, the interview giver should feel him/herself comfortable to answer properly.
5 3. EvaluationThis is the last phase of an interview process in which the information received from the interviewee or candidate is evaluated.Generally, the evaluation is done on grading or rating basis in order to select the best qualified candidate. However, the point system can also be used for evaluation of potential performance of the candidate.If the candidate, performs well in the interviewn, he/she will be selected.
6 Overview Preparing for interviews The interview experience Questions to expect and to askDifferent types of interviewAssessment CentresPsychometric TestsInterview resources
7 Interviews Interview = A meeting with an objective Employer’s objective is to find the best person for the jobEmployer: reviews candidate’s experience and abilitiesCan you do the job? (skills, abilities, qualifications)Will you do the job? (interest, attitude & motivation)How will you fit into the organisation? (personality)You: impress employer and assess position on offerWhat does this position offer me?How does it fit with my career plans?Congratulations - you have passed the first hurdleYou must prove that you are the most suitable candidate for this position
8 Preparation is the key to success Review own skills, experiences and qualitiesCheck CVAnticipate questions and identify relevant examplesPrepare key selling pointsResearch organisationWebsites, reports, articles, company literature, etcContacts with knowledge of organisation or sectorRelevant articles in the pressPersonal visit or telephone call
9 Preparation is the key to success Research job and occupational areaJob description – or similarCurrent issuesPrepare your questionsPractice
10 Watch the Body Language First impressions very powerfulHalo effect or Devil effectAllow time to relaxDress appropriatelyEntrance, introductions & handshakeSmile and make eye contactBe aware of own movementsWatch body language of interviewer
11 Typical Questions About you Tell me about yourself - Bring me up to date with your CV?Why did you choose that particular academic programme?What experience have you had that is relevant to this post?What would you consider your major achievements to date?
12 Typical Questions Cont’ About the jobWhat interests you about this job?What do you know about this organisation?What other options are you considering?How do you see your career developing – 5 years?If you were Head of Department, what would be your priorities?
13 Typical Questions Cont’ General knowledgeWhat do you think of the Government’s policy on college fees?What’s your opinion of the ICC Kenyan trial?
14 Other Type of Questions “What if” QuestionsNo experience - how are you likely to respond to a situationProbing QuestionsHow exactly did you deal with the situation?How did you know it worked?How did you feel about the outcome?Could you have handled it differently?
15 Competency-based Interviews Company identifies key skills required for jobDesigns questions to elicit evidence of skillsEmphasis on past behaviour as predictor of successTeamwork: Describe a team project you worked on. What problems arose? How did you deal with them?
16 Competency-based Interviews Cont’ Communication Skills: Describe situation when you had to persuade others to support your view.Give an example of any reports you’ve written which illustrate your writing skills.Interpersonal skills: What kinds of people do you find it difficult to work with? How do you handle those situations?
17 Competency-based Interviews Cont’ Taking Responsibility: Describe a time when you took responsibility to achieve a challenging goalProblem-solving : Tell about a time when you had several tasks to manage at one time with conflicting deadlines.
18 Preparing for Competency Interview Identify the competencies required for jobReview job description or ask for informationDefine each competency in behavioural termsIdentify past experience to illustrate how you demonstrated that behaviourPrepare examples for each competencyPractice talking about your experienceTry to give a complete answer - STAR
19 Responding to Competency Q Q Give me an example of a problem you encountered. How did you approach it. What was the outcome?STAR responseS: Describe the situationT: Explain the task/problem that aroseA: What action did you take?R: What was the result or outcome?What did you learn from this experience?
20 Matching Skills to Requirements Employer needsCommunicationTeam workLeadershipInitiativeCustomer CareITCommercial awarenessYour evidencePresentation to class, teamExample from CoopClass rep, CommitteeFundraising for charityWorking in front officeDesigned websiteBusiness pages
21 Your Answers Listen carefully, seek clarification Illustrate answers with real examples and evidenceBe positive – constructive criticismKeep answers specific and succinctTake time to respondBe alert to interviewer’s body languageSpeak clearly, smile and show enthusiasmKnow what you want to say, and find the opportunity
22 Qualities Employers Seek Good all-round intelligenceEnthusiasm, commitment and motivationGood communication skillsTeam work abilityAbility to solve problemsCapacity to work hardInitiative and self-relianceBalanced personality
23 Competencies required by X Company AdaptabilityIntegrityInnovationTeamworkInitiativeDrive for ResultsKnow the BusinessOpen Exchange of InformationMakes Difficult Decisions
24 Your Questions Training programmes Career development opportunities Types of projects & responsibilitiesReporting structurePerformance appraisalProfile of staffQuestions about topics raised in interviewWhat happens next?
28 What creates a bad impression Poor personal appearanceNegative attitude – evasive, using excusesLack of interest and enthusiasmLack of preparationPoor knowledge of roleFailure to give concrete examples of skillsOver emphasis on money/rewardsLack of career plan
29 After the Interview Review own performance what went well what went badlywhat you wished you had saidprepare for next stageInvitation to second / final round interviewsassessment centrepsychometric testingpanel interviewRejection letter /if you can request feedback - use it
30 Telephone Interviews Prepare as thoroughly as for ‘real’ interview Select comfortable, private, quiet placeAdvise flat mates you are answering phoneHave copy of CV and company informationHave pen and paper at handPrepare for usual interview questionsPractice on phoneRecord answersTry standingSmile and use gesturesAvoid monotonesBe yourself
31 Other Types Of Interviews RotatingLike one-to-one with different interviewersGroup6-8 candidatesGroup observed while discussing topicBe aware of group interactionPanel2-5 interviewers, or as many as 13!!Try to identify different rolesRespond to interviewer, include others through eye contactMay involve presentation
32 Assessment Centres Company premises or neutral venue Includes social or informal eventsMeeting with recent graduates or managersActivities include:Group exercisesPractical tasks and exercisesReport writingOral PresentationsPsychometric assessmentsInterviewsSimulates real work environment
33 Psychometric TestsAptitude Tests - measure skills relevant to positionVerbal comprehension - evaluate logic of textNumerical reasoning - interpret statistical dataDiagrammatic reasoning - recognize patternsWatch timing – complete as many as possiblePersonality QuestionnairesLook at personality styleNo right or wrong answersBe spontaneous, don’t try to second-guessTests include built-in checksEmployers may be looking for different personality profilesPractice using online tests available on various websites.
34 ConclusionEnd the interview by letting the candidate know what to expect next.How much longer will you be interviewing?When can they expect to hear from you?Show some consideration by keeping them informed=You are dealing with other people's livelihoods, so the week that you take to finish your interviews can seem like an eternity to them.
35 Interviewee This is your only chance – Use it Give this interview your allYou are the best of them all so convince the panel at all costsBe confidentThank the panel or interviewer as you leave