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All we can do is bet on the people whom we pick. So my whole job is picking the right people.
Objectives
To Acknowledge Interviewing as a strategic Organisational Image Projection Opportunity To understand interviewing as a selection tool To have a step by step guide to plan, prepare and conduct goal-directed interviews To understand and review the skills required for effective interviewing
Three-step Process Step One Step Two Define the Job Assess the Candidate
Our Fundamental Principle People come with certain well-established personal characteristics and we need to recognize these characteristics in an individual if we are to make good selection decisions.
Performance Factors
The intellectual factor
Can the person do the job?
GREATER
GREATEST
Why We Do What We Do
We are overly influenced by Level I - its easy We are overly influenced by Level II - its objective; feels safe We under emphasize Level III - its difficult; requires judgment
LEVEL III Attitudes & Beliefs Self Motivation Stability & Persistence Maturity & Judgment Aptitude/Capacity to Learn Temperament/Behaviour Patterns
SELF MOTIVATION
Self Motivation
Goes above and beyond what is expected Attacks projects and tasks with energy Passionate about work activities
APTITUDE/CAPACITY TO LEARN
TEMPERAMENT/BEHAVIOUR PATTERNS
Is competitive, likes to take control, or is happy to take direction Prefers a structured or unstructured environment Is oriented toward people or takes an analytical approach
Temperament/Behaviour Patterns
LEVEL III Attitudes & Beliefs Self Motivation Stability & Persistence Maturity & Judgment Aptitude/Capacity to Learn Temperament/Behaviour Patterns
Bottom Line
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Hiring Exceptional people has nothing to do with assessing surface qualities Appraise people by their past actions over time
Appraising past actions is not easy, but, with training and practice, anyone can learn to do it
Managing Interview
Smile, lean forward, look interested Listen actively Use prompters, maintain eye contact Give non judgemental responses Be encouraging Avoid getting into debates with the candidate Keep the mood relaxed and conversational
W-A-S-P Interview
Welcome Put the candidate at ease Greet Candidate Introduce yourself Chat Ask questions Probe Observe Answer questions about company, culture etc Decide further course of action Commit on a date
Ask
Collect information
Supply
Give Information
Part
So
Be Ready
RAPPORT BUILDING
FACT BASED
OPINION BASED
CLOSED-ENDED
GENERAL, OPEN-ENDED
SITUATIONAL
BEHAVIOUR BASED
Situational Questions What would you do if... Create a hypothetical job situation and ask how the candidate would respond Ideal for candidates who do not have a great deal of directly-related experience
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Developing Behavioural Questions 1. What are the key goals/expectations for the position? 2. List examples of the key challenges the individual will face to achieve those goals. 3. Turn these examples into questions. Remember to... focus on the past give direction search for critical incidents
3 Common Responses to Behaviour-based Questions 1) Silence take your time restate question 2) 3) Generalities The Verbal Explosion
Your Success As an Interviewer Depends on: Clearly understanding the job requirements Establishing rapport & getting open communication Drawing out relevant information from the history Interpreting the history within the context of the three levels Making an informed decision
Initiative Questions
1.What career accomplishments are you most proud of? 2.How do you feel about being closely (or loosely) supervised? 3.What did you dislike about your most recent job? 4.What did you do to change it?
Motivation Questions
1.What are your goals for the next two years? Next five years? 2.What have you done to continue your education that is related to your career? 3.What does "job security" mean to you?
Attitude Questions
1. What job values are important to you? 2. What do you think of your most recent boss? 3. How do you feel about doing routine work?
You hope you dont hire anybody who is stupid, but, if you do, pray that they dont have a lot of energy. Robert Goizueta, Coca-Cola