SKILLS DEVELOPMENT PROGRAMME ON “INTERVIEWING SKILLS” 4 th July 2003 LPC Conference room, Bhiwadi Facilitator : Anil Sharma

ISSUE INVOLVED IN “INTERVIEWING”  What are the issues/areas we should be probing ?  What questions should we be asking that go beyond the facts ?  How should we word our Questions ?  How will I know if this person is the right person for our organization ?  How will we know if he/she will perform actually on the job in our company ?

opportunityisnowhere

Why this Training ? To avoid 2 mistakes :- Not rejecting the right candidate nor selecting the wrong candidate.

SCHEDULE n Objectives of Program n Definition of Selection Process n Instrument on Recruitment n Process of Selection Interview n Key elements of Selection Interview n Instrument on Interviewer’s Profile n Planning and physical setting n Time Management in interview n Review of Learning

OBJECTIVE OF PROGRAMME n Develop a uniform understanding of the process of selection n Develop an understanding of the limitation of our interviewing process. n Help participants to identify their areas of strengths, and areas requiring improvements in their interviewing skills. n Sharpen a few critical skills of selection interviewing.

WHAT IS SELECTION ? IT IS THE PROCESS OF CHOOSING FROM THE APPLICANTS THOSE WHO ARE MOST LIKELY TO SUCCEED IN THE NEW JOB

KEY STEPS IN THE PROCESS OF SELECTION INTERVIEW INTERVIEW SELECTION OFFER

KEY ELEMENTS OF EFFECTIVE SELECTION INTERVIEW INTERVIEW PLANNING RAPPORT BUILDING INTERVIEWING POST INTERVIEWING

PROCESS OF SELECTION INTERVIEW n Is to be able to gain unbiased factual information on the candidate to answer / explore following basic questions / areas n Could he do the job ? …..Competence n Would he do the job ?…...Motivation n Would he fit in ?..….Match / Culturally fit

INTERVIEWERS PROFILE I - PERSONAL QUALITIES n An interest in people n Empathy n Warmth n Lack of prejudice n Sincerity n Good health and stamina n Ability to withstand pressure n Ability to concentrate & listen

INTERVIEWERS PROFILE II - EXPERIENCE n Experience of people /social life n Maturity n Adaptability/Acceptability n Consistency of judgement n Well balanced/neutral n Good reaction control

INTERVIEWERS PROFILE III - JOB PERFORMANCE n Ability to grasp the total picture n A sense of relevance n Strength to control the interview n A systematic but not rigid approach n Ability to encourage n Grasp of public relations / Co Branding / Good will n Enthusiasm / Must enjoy interviewing.

PRACTICE INTERVIEWING PREPARATION n Spend five minutes preparing your introduction to the interviewee n Spend five minutes introducing the interviewee to a selected colleague n Spend five minutes on review and feedback

RAPPORT BUILDING n Satisfactory Reception, Name etc. n Introduce yourself and the other members of the panel, give more details about yourself - Qualification, Designation, Since when working n Share the purpose of interview, post for which being considered n Share the process of interview n Tell him/her that he/she could ask questions at the end n Inform about the manner in which the results are to be informed n Test understanding of the candidate about the organization n Show interest in the candidate (Go thru the bio-data before the candidate comes and during initial questioning seek certain clarifications about what is mentioned in the bio-data

WHAT JOB SEEKERS LOOK FOR JOB INTEREST AND RESPONSIBILITY JOB TITLE BUSINESS / TURNOVER / TYPES OF PROJECT SKILLS USED / KNOWLEDGE INVENTORY. FITMENT AREA LOCATION OF JOB SALARY / ESOP / NON MONETORY BENEFITS LONG-TERM PROSPECTS, SOCIAL COST FRESH CHALLENGE REPUTATION OF EMPLOYER

LIST OF SPECIFIC LIKELY AREAS TO HELP YOU IN SELECTION PROCESS COMPETENCE Age Education Work Experience Work Attainments Technical Knowledge Job Knowledge Job Related Skills »Contd …….

LIST OF SPECIFIC LIKELY AREAS TO HELP YOU IN SELECTION PROCESS MOTIVATION Attainments/Achieve ments / Honors. Needs Background Energy and Drive Interests Career Moves Life Goals and Aspirations »Contd …...

LIST OF SPECIFIC LIKELY AREAS TO HELP YOU IN SELECTION PROCESS MATCH / CULTURAL FITMENT Values and Beliefs Upbringing Style of Working Relationships at work Attitudes

DECIDING WHAT SORT OF INTERVIEW - THE CHOICES Stress Interview Be nasty and ‘hard’ on the candidate. RESULT How do the candidates stand up to stress (presuming that there is stress in the job !) Panel Interview Have a varied group of interviewers. RESULT How responsive to stress? How do the candidates react in a group situation. Are communication and social skills used? Tact should be evaluated. Contd….

DECIDING WHAT SORT OF INTERVIEW - THE CHOICES Talk & Reveal Interviews Invite candidate to talk freely. RESULT How ‘open’ are the candidates and how frank? How much are they willing to tell about themselves and what? Regulated or Patterned Interviews Go over past jobs and applications details RESULT Best used for lower level jobs where past performance implies similar behavior in the future. Contd….

DECIDING WHAT SORT OF INTERVIEW - THE CHOICES Formal/Informal Interviews RESULT Interviews in this area will show how compliant/ or how responsive to authority/informality the candidate is.

QUESTIONING SKILLS Asking the right questions in the right way is essential for getting the responses & information needed. The interviewer has to plan/think of the most effective way of securing the information required. OPEN CLOSED Cannot be answered by YES or NO. It encourages the interviewee to talk bringing in feelings & attitudes. Answer will be YES or NO. Can be used to bring interview back on course or some up a point & move to another area. Contd….

QUESTIONING SKILLS Asking the right questions in the right way is essential for getting the responses & information needed. The interviewer has to plan/think of the most effective way of securing the information required. HYPOTHETICAL LEADING Can be used to test reactions & speed of thinking + analytical problem solving ability. The required answer is found in the question. Can be used in some situations to check a persons knowledge & attitude. Contd….

QUESTIONING SKILLS Asking the right questions in the right way is essential for getting the responses & information needed. The interviewer has to plan/think of the most effective way of securing the information required. REFLECTIVE SPECIFIC Will usually keep the interviewee talking & giving more information in depth on a subject just finished. Will help in making the candidate talk more. You get only the correct answer.

SOME EXAMPLES n Open Type n Closed Type n Hypothetical Type - Why did you get into Software line ? - What were your contributions in the current project ? - Did you spend most of your time doing Free-lance work ? - Are you married ? - What would you do if your client does not accept your proposal ? - What would you do if you are asked to move to another division of ours? Contd….

SOME EXAMPLES n Leading Type n Reflective Type - I think it is not justified for Software professionals to leaving their organisation without proper notice, don’t you ? - I think it is dreadful the way some people handle their subordinates, don’t you ? - It is just not possible that you have the desired skills and experience and still you are not willing to move abroad? - If I was you I would have certainly waited for some more experience before looking for a job? Contd….

SOME EXAMPLES n Specific Type - When did you get married ? - Is your father working ? - Which year did you pass your Engineering ?

REMEMBER THAT COMMUNICATION HAS BEEN ESTIMATED TO BE EFFECTIVE THROUGH : n 55% NON-VERBAL CUES n 38% THROUGH TONES n 7% THROUGH WORDS Therefore the need for concentrating on the quality of communication, while taking an interview.

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