Post on 10-Apr-2018
8/8/2019 Interviewing Skills.amr Helal
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By:
Eng. Amr M.Helal
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PART 1 :
What is an interview?
Objectives of an interview
Benefits of an interview
Types of interviews
Interviewing process
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PART 2 :
Setting criteria
Questioning techniques
Extreme cases Characters-Questions
Magic wands
Dos & Do nots
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What is an interview?
Objectives of an interview
Benefits of an interview
Types of interviews
Interviewing process
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Interview is a two way process between
the Interviewer and the Interviewee
(Candidate)
Recorded or documented by taking notes
It has a direction and a purpose
The focus is on the candidate
The interviewer is trying to assess the
candidate for the position suitability
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To find out some one fitting the required
criteria
To collect information or data
To discuss a topic, trend or product
To make people laugh, think, cry or call
them to actionSomething else
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For the organization
Opportunity to show organizations
image
For the interviewer
Educate & Entertain
Opportunity to apply all kinds of skills
(communication, presentation, decision
making, problem solving, dealing with
different types of peoples.)
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Phone interviewScreening / Group interview
One to one interview
Panel interview Structured interview
Unstructured interview
Stress interviewBehavioral interview
Written test (Technical, Language, IQ ..)
Presentation
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Preparation before interview
Starting the interview
Ice breaking
Gathering information
Ending the interview
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Set interview objectives
Set the required criteria
Prepare the set of questions & the answer
sheet
Collect data about the candidate
Study the resume of the candidate
Collect feedback about him
Face Book, Twitter, LinkedIn profile !!
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Welcoming
Introduce yourself
Tell the candidate duration, rules,
language of the interview
Be sure he understands
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Get your guest relaxed
Be friendly
Introduce yourself
Ask the candidate to introduce himself
Let him talk about himself till he getrelaxed
General knowledge questions (if needed) Start with a question that you know he
can answer
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Start asking the easy questions
Maintain the flow in your questions
Listen to him very carefully
Write his answers in the answer sheet
The next question should be a part of the
last answer
His answers must cover all your criteria
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Close the interview with a light question
Ask him if he have any questions
Ask him if he want to talk about any thing
else
Tell him when the result will be
announced
Explain how the selection process is fair
Wish the candidate good luck
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Setting criteria
Questioning techniques
Extreme cases Characters-Questions
Magic wands
Dos & Do nots
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DefinitionIts the summing up of the target market
in a simple and brief wordsWhy
To make an effective and easier
interviewing and selection processes
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Interviewer should vary the questioning
technique according to the goals of the
interview
The best interviewers use somecombination of the following techniques
as the situation demands :
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The most commonly ineffective questions.
Can you work under pressure?
Only Yes and No are the possible answers.
Would be appropriate and useful when looking
for a commitment from the individual.
Can you start on Monday?
Help the interviewer in verifying information.
Did you applied for this position before?
Used as preparation for a series of questions.
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Yield better results than close-ended.
Require an explanation.
How do you succeed in working under
pressure? Preferable because it requires the
candidate to speak while the interviewerlistens.
Tell me about a time . . .
Describe a situation where . . .
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Based on the principle that past behavioris the best predictor of futureperformance.
Require specific examples of pastbehavior & start conversation.
Share with me an experience when . . .
Give me an example of . . .
The mentioned situation should be CAR
(Context, Action, Result)
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Interviewers often assume that a
candidate who is strong in one area is
equally impressive in all areas. This is not
always right. To avoid this assumption, an interviewer
may ask the following question:
Please offer an example of an aspect inthis area where you struggled.
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Help the interviewer maintain control of
the conversation & move the interview
forward.
When a candidate begins to stray from thetopic of the question, the interviewer can
easily interject with a reflexive question
With time so short, I think it would bevaluable to move onto another area,
dont you?
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Manipulation by the interviewer.
Require the interviewee to decide
between equally unsuitable options.
Which do you think is the lesser evil,
embezzlement or forgery?
This allows the interviewer to probe the
interviewees decision-makingapproaches.
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Tensioned-Stressed
Aggressive-Attacking
Rude
Mr. Silent
Mr. Mouth
Showy-Arrogant
Non ethical model
Lying-Fake
Trying to control the interview
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What are such silly-stupid questions?
What is this organization?
How this organization would benefit me?
Am I accepted or rejected?
Could you tell me your feedback?
How did you become a head?!!
What do you mean by HR?
Do you know the answer of this question?!!
What was the answer?
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Always remember that you are
the only one who must have the
POWER during the interview &that you represent your
Organization
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Be confident
Be prepared
Interview is more than a conversation
Diverge to interesting areas if you can
keep controlling the flow
Check environment
Get your guest relaxed
Let the guest talk & listen carefully
Build trust
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Throw every thing out the window if
something comes up
Interview should flow like a wave
Drive the interview where you want
Make the interview become good experience
Good questioning structure
Take care of your motions
Care about your appearance
Be fair
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Show interest through tonality, facial
expressions or side comments
Close the interview with a good note
Dig deep
If the candidate dose not answer a
question, go to the next one. Do not keep
on stressing on the question till he answer
Let him vent if he has to get something off
his mind
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You have a responsibility to represent the
candidate accurately in the selection
phase
You must take notes on what thecandidate say, do not say I will remember
what he said when it comes to the
selection process Act naturally
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No much umm, ahh when you ask
No mm, hmm when the guest speak
Do not use simple nods or shakes of the
head, thumbs up, excited or shrink
Fidget, twirl your hair, move around your
seat, go defensive or cross your arms
Do not be afraid
Do not repeat a question you already
asked before
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Do not talk about religion, politics, sports
Do not get biased about the looks of the
candidate
Do not ask delicate or embarrassing
questions especially to lady candidate
If the candidate is over sad or happy, do
not hurt his feelings Do not advise the candidate. He has not
come for interview to hear your advice
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No debates
Never show your satisfaction or
dissatisfaction to the candidate
Do not run out of time
Do not be nervous
Try not to tell your opinion
Do not forget selection criteria
Do not evaluate body language
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Do not make the candidate feel stupid if
he did not know some answers so that he
loose confidence
Do not boast about your pastachievements . He will not be interested
to know
Do not let any external disturbanceinterrupts you
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Get your self Confident and be
READY for your first interview
after some PRACTICE
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http://hr.ou.edu/managers/Interviewguid
e.asp
http://www.cv-
service.org/interview_questions_skills.html
http://www.jobinterviewquestions.org/
http://www.job-interview.net/
http://hr.ou.edu/managers/Interviewguide.asphttp://hr.ou.edu/managers/Interviewguide.asphttp://www.cv-service.org/interview_questions_skills.htmlhttp://www.cv-service.org/interview_questions_skills.htmlhttp://www.cv-service.org/interview_questions_skills.htmlhttp://www.jobinterviewquestions.org/http://www.job-interview.net/http://www.job-interview.net/http://www.job-interview.net/http://www.job-interview.net/http://www.job-interview.net/http://www.jobinterviewquestions.org/http://www.cv-service.org/interview_questions_skills.htmlhttp://www.cv-service.org/interview_questions_skills.htmlhttp://www.cv-service.org/interview_questions_skills.htmlhttp://www.cv-service.org/interview_questions_skills.htmlhttp://hr.ou.edu/managers/Interviewguide.asphttp://hr.ou.edu/managers/Interviewguide.asp8/8/2019 Interviewing Skills.amr Helal
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For any Clarification or Feedback,
Feel free to contact
E-mail: eng.amr.helal@gmail.com
mailto:eng.amr.helal@gmail.commailto:eng.amr.helal@gmail.com