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Şeyma Üçkardeş

on 30 November 2014

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Transcript of INTRODUCTION


Panel interviews can be a feature of graduate assessment centres, but they can also be a standard interview method for professions such as teaching and other areas of the public sector.
Stress interview is a type of interview which is designed to see how a candidate deal with streesful situations.
Of course, there are some reasons of choice of stress interview for employers:
-to see how a candidate handle stress in real world, espically in high pressure environment,
-to evaluate candidate’s ability to stay calm.

Interview is the meeting of company managers and/or recruitment specialists with the candidate to get to know each other more closely.

Some of the factors influencing the content of interviews are the candidate’s
Knowledge base
Career aspirations

Planning is vital to the success of the interview.It should include the following steps:

1.Determine the purpose or purposes of the interview.

2.Identify the type of responses being sought from the interviewee.

3.Learn as much about the interviewee and about the subject in advance as possible.

4.Determine the amount of structure to employ,and on that basis develop whatever questions are necessary.

5.Select an appropriate setting for the interview and comminicate this information to the interviewee.

The interview also provides the applicant with information on the company, including
Working environment
Priorities in the job description
Management policy
HR procedures

Establishing Rapport


In its most basic form the group interview consists of a presentation, by the employer, to the candidates about the company and position. Generally there will be a question and answer session after the presentation.
Situational interview is a type of interview in which interviewer describes a situation and asks ‘How would you do handle this?’
Many company choose this technique when they make an interview with a job applicants because it’s known that the answers given by candidates in traditional interview,most likely to be not related with their real performance at work.

Rapport is simply a harmonios relationship and extending simple courtesies will help to establish rapport.Many interviewers engage in small talk at the start about topics of mutual interest.
Stating the Purpose

Interviewers often assume that they and the interviewee have the same understanding of the purpose of the interview.
Such problems could be prevented by establishing the purpose of an interview at the outset.

An interview has five distinct phases,however,and your strategy should be diffirent for each one.
Asking Questions
The nature of the interview will determine the type of questions chosen as well as the strategy the interviewer will employ.
If control of the interview is very important,then the interviewer may choose to ask primarily closed or even loaded questions.
At the end of an interview the interviewer should summarize the conclusions that were reached.
At the end of an interview the interviewer should summarize the conclusions that were reached.
• Very little if any planning is conducted.
• The factors evaluated by the interviews are implicit and very across applicants.
• Questianing is spontaneous and not necessarily job related.
• Careful planning of interview objectives and the role take place prior to the interview process.
• The factors evoluated by the interviews are based on a through job analysis anda re consistent across candidates.
Behavioral interview is the type of interview based on discovering how the interviewee acted in specific employment-related situations.This technique is used to evaluate a candidate’s experiences and behaviors in order to determine their potential for success
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