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Phases of Interview
Phases of an Interview
Identify your questions◦ Select the questions that will gather all the
information you require ◦ Select question that work with your interview
style
Anticipate their questions◦ Think of answers for any question that may arise
Phase 1: Preparation
Know the job description and other job information
◦ Know the official job title◦ Understand the duties of the job and how it fits
into the organization◦ Understand the skills and competencies that will
be required of the candidate ◦ Know the salary, benefits and compensation
Phase 1: Preparation
Review Resume
◦ Review their educational background ◦ Review their work history ◦ Review the dates of the work history ◦ Identify any concerns that need to be explored
Phase 1: Preparation
Get acquainted ◦ Introduce yourself and identify your position ◦ Ask the candidate their name
Phase 2: The Opening
Build rapport ◦ Be on time ◦ Put the interviewee at ease◦ Greet the candidate with a firm, friendly
handshake ◦ Set the tone with your voice inflection, gestures
and facial expressions ◦ Use neutral terms and non-threatening
mannerisms and body language
Phase 2: The Opening
Explain the procedure that will be followed◦ Explain the purpose of the interview to allay the
candidates fears and apprehension ◦ Identify the length of time required ◦ Allow an opportunity for their questions
Phase 2: The Opening
Gather the information ◦ Needed to determine candidates suitability for the
job ◦ This is the assessment period
Phase 3: Exchange of Information
Use appropriate questions, pertinent responses ◦ Good questioning is a four step process that
involves:
◦ Ask a question ◦ Receive the answer◦ Evaluate the answer◦ Record the response
Phase 3: Exchange of Information
Monitor verbal and non-verbal body language ◦ Listen carefully ◦ Keep an open mind ◦ Compare the accuracy of responses to previous
answers
Phase 3: Exchange of Information
Take notes◦ Summarize the key points◦ Notes should be factual, objective, concise, clear
and complete
Phase 3: Exchange of Information
Encourage the applicant to ask their questions ◦ Open the floor for the candidate to ask question ◦ Allow enough time for the candidate to ask these
questions◦ Address all their concerns
Further assess the applicant’s values ◦ Ask some final question like
“What are you proud of that we did not talk about?”“When you consider all of the things we talked about, what did we not discuss that you think we should have?”
Phase 4: The Closing
Sell the applicant on the company and the job if appropriate to do so ◦ Caution around saying anything that could be
misconstrued as a job offer ◦ Keep them interested until final decision can be made
Identify when you expect to make the hiring decision ◦ Provide them with a date they will hear from you◦ Tell them you will contact them either way
Thank the candidate ◦ Ask the candidate to confirm their contact information ◦ Thank them for their time and ask them not to discuss the
details with anyone
Phase 4: The Closing
Record your impressions ◦ Make final notes of verbal responses ◦ Summarize your impressions about non-verbal
responses
Make your decision based on the best candidate for the job ◦ Trust instincts but verify with responses ◦ Compare the candidates responses to the skills
and competencies you require
Phase 5: Evaluation
Consider all factors◦ technical skills, attitude, aptitude, leadership,
motivation and fit with the company Complete an interview evaluation
◦ Use a scoring rubrics ◦ Compare the scores with the impressions
Phase 5: Evaluation
This is part of an on-line course “Recruiting, Interviewing, Selection & Performance
Review”
REGISTER ON-LINEhttp://better-business-solutions.teachable.com
THANK YOU