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9. Interview Training Slides
Citation preview
S
Interview Training
Objectives
S Understanding of Interviews as an Employee Selection Technique"
S Know how to conduct Interviews
S
What are some of the types of interviews that you have been
to?
Types of Interviews
Purpose No. of Interviewer(s)
No. of interviewee(s)
Duration (approx)
When is this relevant in AIESEC?
Telephone/Skype Interview
Initial screening/virtual due to distance 1 1 30 mins
For short term positions such as TL where
candidates are abroad
One-on-one Interview
Usually by direct supervisor (last
interview) 1 1 45 mins
Before final confirmation of role (ie,
contract signing, announcement)
Panel Interview
To reduce interview bias or where multiple
perspectives are needed for a common broad area of applications
2 - 4 2 - 4 45 mins To determine who is to be allocated to what
Group Interview
Several applications for the same position/
programme 2 - 4 2 - 4 45 mins
To speed up common application for AIESEC’s
Explore! only
Layout of an Interview
Table
Interviewers
Interviewee Door or window must be behind interviewee (to avoid distractions
Observers must be sited away from interviewee’s line of vision
S
Interview Technique – STAR Model
STAR Model
S Used to gather all the relevant information about a specific capability
S Situation
S Task
S Action
S Result
STAR Model
Situation
S A recent challenge and/or situation that the interviewee found
him/herself in
Task
S What did the interviewee set out to achieve in the situation?
STAR Model
Action
S What did the interviewee do?
S Look for specific information with regards to what the
interviewee did, why s/he did it, and what the alternatives were
STAR Model
Results
S What was the outcome of the interviewee’s actions?
S What did the interviewee achieve through his/her actions and did
the interviewee meet his/her objectives?
S What did the interviewee learn from this experience and has s/he
used this learning since?
What is Talent Selection?
S Talent Selection is about getting the right people with the Skills, Competencies and Behaviors needed to support your department
S
What’s the difference between Skills, Competencies and Behaviours?
Differences between Behaviours, Skills and Competencies
Behaviours Skills Competencies
Definition The actions or reactions of a person in response to external or internal stimuli
Ability to execute a task; technical or non-technical
Measures of job performance that combines a person’s skills, knowledge and behaviors that enable him/her to perform assigned tasks and roles
Examples Pro-active, self-starter, resourceful Sales Entrepreneurial
thinking/management
Assessment Method
- Assessment Centers - Situational questions
Technical or non-technical practice
- Assessment Centers - Situational Questions
S
Interview Questions
S
What are some of the types of questions that you have been
asked during interviews?
Considerations
S Craft 4-5 questions for your respective function to assess the interviewee’s suitability for the department
S What are these questions testing for?
S Based on Job Description
S Does the interviewee possess the required experience/skills/behaviours required for the role?
Skills-Based Questions
S Result-oriented o Could you share a situation where you planned and achieved a
long term goal?
S Customer Relationship Management o Please describe your approach when working with customers
and stakeholders
S
Recap
Interviews As An Employee Selection Technique
S How will you employee Interviews when selecting candidates for your department?