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BETTER INTERVIEW

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on 15 September 2013

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Transcript of BETTER INTERVIEW

BETTER INTERVIEW
Group 3
MUHD ABDUL
WAFI
TALIPUDIN
NURUL
HUDA
HJ MOHD JAAFAR
NURUL KHAI
RINA
HJ MASHOR
SITI NUR FA
DHI
LLAH ABD HAMID

What is Interview?
Is a formal meeting in which one or more persons question, consult or evaluate another person.

Purpose of Interview?
For interviewee:
To communicate information about their self, experiences and abilities
Seek further information about the position and the organization
Evaluate the match between your needs and what the job offers

For interviewer
To gather relevant information about the candidate's:
Interview preparation
Communication skills
Qualifications
Leadership potential and teamwork
Clear and realistic career goals
Motivation and success potential
Work ethics
Interview Process
Screening

Interviewing

References

Job offers
Review all materials presented by applicants
Check consistency of information
Sort candidates
Department may call applicants directly to schedule interview
Guide for setting an interview:
- allot same amount of time for each applicants
- schedule interviews at least 15 minutes apart
-contact interviewees
-ask applicants to come early
- ask apllicants to bring related information

References are checked for 3 basic reasons:
1) to verify employment
2) to verify what you have learned during the interview
3) to obtain employment recommendations
Once interview and reference checked have been completed, next step is making a job offer to final candidate
FORMAT OF INTERVIEWS
The TWO formats of interviews are:
1. Unstructured
2. Structured

Unstructured (non-directive interview)
Could be described as a general conversation
Not set of format questions

Structured (directive interview)
A well plan lists questions for questioning
Maintain consistency - no bias
Usually - Base on carefully selected job-oriented
DIFFERENT TYPES OF INTERVIEW
The main concept of the interview is to build rapport with the interviewer & show how the qualifications will benefit their organization
The interviewee should maintain eye contact, and respond to all the questions of the interviewer
Face-To-Face Interview
Panel Interview
Known as board interview
Conducted by a team of interviewers
Together interview each candidate & then combine the ratings into final panel score
Doing interview by telephone
The result could be more accurate than face-to-face interviews for judging conscientiousness, intelligence, and interpersonal skills
Phone Interviews
Video / web-assisted interview
Firms has long used the web to do selection interviews and with the widespread use of Skype-type products.
For example, Cisco systems, Inc which in 2006 expanded its core business to include video conferencing equipment
Video interviews reduce the travel and recruiting expenses.
INTERVIEW CONTENT
Situational Interview
A series of job-related questions that focus on how the candidate would behave in a given situation.

Behavioral Interview
A series of job-related questions that focus on how they reacted to actual situations in the past

Job-Related Interview
A series of job-related questions that focus on relevant past job-related behaviors.

Stress Interview
An interview in which the interviewer seeks to make the applicant uncomfortable with occasionally rude questions that supposedly to spot sensitive applicants and those with low or high stress tolerance.
HOW TO CONDUCT AN EFFECTIVE INTERVIEW
Structure your interview:
1. Base questions on actual job duties.
2. Use jobs knowledge, situational, or behavioural oriented questions and objective criteria to evaluate the interviewee’s responses.
3. Train interviewers.
4. Use the same questions with all candidates.
5. Use descriptive rating scales (excellent, fair, poor) to rate answers.
6. Use multiple interviews or panels interviews.
7. If possible, use a standardized interview form.
8. Control the interview.
9. Take brief, unremarkeable notes during the interview.

Prepare for the interview
Secure a private room to minimize interruptions.
Review the candidate’s application and resume.
Review the job specifications.

Establish rapport
Put the person at ease.

Ask questions
Follow your list of questions.
Don’t ask questions that can be answered yes or no.
FACTORS AFFECTING INTERVIEW
First impressions:
The tendency for interviewers to jump to conclusions—make snap judgments—about candidates during the first few minutes of the interview.

Misunderstanding the job:
Not knowing correctly of what the job involve and what sort of candidate is best suited.

CASE STUDY
What's the problem?
1. No organized approach to interviewing job candidates.
2. Store managers does all the hiring task - have a few of their own favorite questions that they ask.
3. No guidance from top management.
4. Jack has never felt comfortable having to interview management or other job applicants
5. Lack of formal interviewing practices, procedures & training account for some of the employee turnover and theft problems.
QUESTION 1
(a) What can Jennifer do to improve her employee interviewing practices?
1. Be transparent
Create clear job description
Publish interview schedule
Provide company information
2. Create structure for the interview
This will increase objectivity and improve the accuracy of the ratings. Structured interviews produce better judgments.
3. Establish minimum standards for non-verbal cues. 
Body language, posture, mannerisms and appearance have an effect on decisions. Non-verbal cues cause us to perceive people more positively or negatively depending on interpretation. These cues can be helpful in making a decision.

4. Provide applicants with information about your company. 
It is helpful to supplement the interview with written or on-line information, and more importantly, to provide for follow-up questions to be answered.

5. Manage interviewer consistency. 
To improve consistency, interviewers should cite specific statements and examples from the interview. Avoid interviewer opinions or impressions. Interviewers should use examples, not hunches, to support ratings. 

(b) Should she develop interview forms that list questions for management and non-management jobs, if so how should these look and what questions should be included?
Ans:
Since the company has an inadequate, unstructured way of interviewing she should develop and utilize interview form and list of questions for both management and non-management jobs.
1. What do you know about our company so far?
2. Why did you leave your last job? (Or why are you thinking about leaving your current job?)
3. Tell me about your experience at ___.
4. What experience do you have doing ____?
5. Tell me about your strengths.

(c) Should she initiate a computer based interview approach, and if so why and how?
Ans:
A computer base approach is also a possibility , she should know the benefits and consequences of utilizing this technology. But since this is only a medium company, using computer based interview is not really needed. Unless it is big company it is needed to record the information digitally for future references.
(a) Should she implement a training program for her managers?
WHY?
Managers needs to improve their interview skills by implying correct procedures
Irrelevant and informal questions may downgrade their employee’s standard
Good interview methods or procedures may get good employees

- YES! She should implement training program
Question 2
(b) What should be the content of such an interview program?
Interviewing techniques
Interview questions
Skills, experience and ability testing
Interview protocols
Proper interaction techniques
Mock interview
How to start and end the interview

(c) If she decide to start training her management people to be better interviewers:
What should she tell them?
Educate managers with the interviewing process
Be professional
Always be prepared
Be formal
Attitudes
Do not brag false statements

How should she tell them?
Circular letter or memo
Short briefings
Face to face meeting

REFERENCES
B. Muniapan, (2012), Effective Interviewing Techniques. Available at: http://www.slideshare.net/mbalakrsna/effective-interviewing-techniques-13749209 (Accessed on 5th September 2013)
Gerry D (2011), Human Resource Management. Pearson Education Limited
Joseph Sessik, (2012), Employment technology corporation [online]. Available at: www.etc-easy.com [Accessed on 5th September 2013]
Tim Tyrell-Smith, (2012), How to improve hiring process [online]. Available at: www.fixbuildanddrive.com [Accessed on 5th September 2013]
UCDAVIS (n.d) Purpose of Interview. Available at: http://www.hr.ucdavis.edu/sdps/career-management-toolkit/take-action/interviews/purpose-of-the-interview [Accessed on 5th September 2013]

Thank you for Listening :)
Sample interview questions:
1. Tell me about yourself
2. Why do you want to work for us
3. What do you know about our company
4. Tell me about your strength
5. Tell me about your work experience
6. Why do you leave your last job
7. What questions do you have for me
Full transcript