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The Interview Process

The document discusses the interview process including the purpose of interviews, typical stages of interviews like telephone screening and initial and second in-person interviews, how to prepare for interviews by reviewing the job description and creating questions, and the typical structure of interviews including opening, body, and closing stages.

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Raj Nunes
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32 views18 pages

The Interview Process

The document discusses the interview process including the purpose of interviews, typical stages of interviews like telephone screening and initial and second in-person interviews, how to prepare for interviews by reviewing the job description and creating questions, and the typical structure of interviews including opening, body, and closing stages.

Uploaded by

Raj Nunes
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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The Interview Process

Primary purpose

 To provide both the interviewer and the


job candidate with an opportunity to
obtain the information they need to
make the best possible decision.
Stages for interviewing

 Telephone Screening interview


 Initial in-person interview
 Second interview
Telephone Screening
Interview
 To confirm that the candidate meets
the qualifications stated in any of the
recruiting material.
 Opportunity to get an initial impression
of the candidate.
 Does the candidate seem prepared at the
specified time?
 Does she communicate well?
Initial in-person interview

 Lasts for 30-60 minutes


 For less demanding positions, one finds
out everything in this time
 For higher positions, you can call the
candidate again.
Second Interview

 Brings out more of the real person


 One should be selective about you
conducts this interview
Be prepared
 Review the job description
 Make a list of key responsibilities and tasks for
the job, associated training and experience
required
 Personal attributes required to do the job well.
 For each of the areas, prepare several
questions in advance
 All interviewers can make use of an interview
preparation form
 Make use of a pre-interview checklist
Interview model( Source: HBR
article)
 Topic Opener questions…………
information……….. Specific probes (self
appraisal and situation based)
………..conclusions………….topic
openers.
Topic Openers
 Tell me about….
 Describe…..
 I’d be interested to learn about
 What, when, how or why…..
Probes
 Self appraisal
 A series of questions in which the
candidate is asked to describe the specific
thinking and behaviour that generated the
results described
 What particular qualities of yours…..?
 Why do you think you were able to
generate enthusiasm?
Situation based
 Problem situation: how would you deal with an advt.
agency who was not producing good work?
 Continuum: Candidate has to assess along a
continuum. Patient vs demanding
 Comparison: Would you rather work in an envt. with
externally set deadlines or one where you can set
your own deadlines?
 Future assessment: If you are hired as VP
manufacturing, and we talk about your job a year
from now, what do you think you would look back on
as your most difficult challenges?
Stages of every interview

 The opening
 The body
 The close
The Opening
 10 minutes of the allotted time
 Goal is to make the candidate feel
comfortable
 Be on time
 Be friendly
 Introduce yourself and tell the candidate
something about yourself
 Explain the structure of the interview
……Contd.
 Establish rapport with the candidate
 A little humor is effective in dispelling
tension
 Find information on the resume that will
help build rapport
The Body
 Plan to use 80% of allotted time
 Assess the candidate's qualifications, skills,
knowledge, experience and compare those to
the job description you have created
 Identify similarities and pattern of behavior
consistent with your ideal profile.
 Ask for samples or work and references to
review after the interview
 Ask directly for details and tangible measures of
success.
….contd
 Use scenario based questions to see
how people tend to handle situations
 For a sales manager, “ Lets say that one of
your people in your sales district was well
liked by customers and company
personnel, had great potential but was not
pulling her weight after two years on the
job. How would deal with a situation like
that?”
…Contd
 Maintain control of the interview
 Ask most of the questions and do most of
the listening
 Follow a logical line of enquiry
 If a candidate strays from this line, return
him/her to it
 Be sure to take down notes
The close
 Plan for 10 minutes of the allotted time
 Include details like
 Thank the candidate for coming in
 Explain how and when the candidate will hear about follow
up interviews or decisions based on your company policy
and your interest in the candidate
 Ask if the candidate has questions
 Ask if there has been anything that has not been covered
 Promote your organization
 Shake hands and make eye contact
 Walk the person to the door or to the next destination

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