1. Job Interviews

2. Job Interview Definition: A meeting between the employer and a prospective employee in which the employer hopes to learn more about the suitability of the candidate. Discussion: What types of questions do you think employers will/should/can ask during interviews?

3. Interview Questions 3 main types of interview questions  Traditional/Informational  Situational  Behaviour-based Most interviewers will use a combination

4. Traditional/Informational Questions Definition: Questions asked by the interviewer during a job interview that are factually based and usually relate to information supplied by the applicant (job application, cover letter, or resume) or to specific information that is required in relation to the position. Examples: “Tell me about yourself.” “Why did you apply for this job?” “What qualifications do you have that make you think that you will be successful in this position?” “What do you know about our company?” “What are your strengths?” “What are your weaknesses?”

5. Situational Questions Definition: Questions asked by the interviewer during a job interview that ask the job applicant to tell what they would do in a situation described by the interviewer. Examples: “Suppose you are working as a security guard in a local mall and the fire alarm sounds, you see a fight starting to break out in the food court, and a parent comes running up to you screaming that they have lost their little 3 year old child. What will you do? Which situation will you address first? Why?” “Suppose you are working on a project with a tight deadline and your boss comes up to you and asks you to do additional work. You know that if you agree to do that additional work, you will miss your first deadline. What will you say to your boss?”

6. Behavioural-based Questions Definition: Questions asked by the interviewer during a job interview that are linked to the job competencies and relate to the past behaviour of the job applicant. Such questions are based on the understanding that the “best predictor of future behaviour” is past behaviour in a given situation. Further clarification: “best predictor of future behaviour” means the best indication of what the person would do in the job

7. Job Competencies Definition: Any skill, knowledge, behaviour, or personal characteristic – that is essential to perform the job, or distinguishes “average” from “superior” performers. Why use competencies? In every job some people perform much more effectively than others; Superior performers use different approaches and behaviours to get the job done, than do average performers; In complex jobs superior performers deliver about 50% more than average performers. Employers want to know what kind of performer they are hiring!

8. Behavioural Interviewing What is it? Behavioural interviewing is a technique used by employers in which the questions asked assist the employer in making predictions about a potential employee’s future success based on actual past behaviours, instead of based on responses to hypothetical questions. Behaviour-based questions ask you to give specific examples of when you demonstrated particular behaviours or skills. General answers about behaviour are not what the employer is looking for. You must describe in detail a particular event, project, or experience, how you dealt with the situation, and what the outcome was.

9. Behavioural Interviewing: SAR! SituationYou will be asked to describe an actual situation that you dealt with. ActionYou will be asked to describe what YOU did to resolve the matter. ResultYou will be asked to describe the result of your action(s).

10. Behaviour-based Questions Examples: “Describe a situation where you found yourself in conflict with another person and how you resolved the situation.” “Give an example of an important goal you had to set and tell me about your progress in reaching that goal.” “Describe a time when you were faced with problems or stresses at work/school that tested your coping skills. What did you do?” “Describe a situation where you went above and beyond the expectations of your employer/friend/relative/teacher to assist them with a problem or complete a task for them.” “Can you tell me about a time when YOU came up with a creative approach to improve the performance of your team or yourself without being asked?”

11. Behavioural Responses Be specific, not general or vague Don’t describe how you would behave. Describe how you actually did behave. If you later decided you should have behaved differently, explain this. The employer will see that you learned something from the experience.

12. Interview Format 1. Establish Rapport 2. Set the Agenda 3. Describe the Job 4. Gather Information 5. Answer Applicant Questions 6. Discuss Next Steps If you’re going for an interview, it helps to be prepared, and know what to expect. The following is a typical format that interviewers follow:

13. Interview Behaviour

14. Polished Preparation Dress for success Be researched and rehearsed Have your information with you – in your head and in your hands Arrive early, be polite Show enthusiasm and be positive Answer carefully Ask good, prepared questions Remember – first impressions stick!

15. Questions to Ask The following are questions you can ask the interviewer: What qualities are you seeking in the person to fill this position? What are the main objectives and responsibilities of this position? How is the scheduling done? Will there be any on-the-job training? Will this position offer room for personal growth? What is the next step?

16. Detecting Deception Which types of interview questions do you think would be the easiest to lie about? Why? Humans are hard-wired to give away some key clues when they’re lying without thinking about it. It’s referred to as NLP: Neuro-Linguistic Programming, the relationship between our mind and what we say. Our minds can remember memories (truth) or construct ideas (lies) when answering questions.