Interviewing Skills.amr Helal

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.asp


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For any Clarification or Feedback,

Feel free to contact

E-mail: [email protected]
mailto:[email protected]:[email protected]

Interviewing Skills.amr Helal

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