Welcome INTERVIEWING SKILLS BOTH SIDES OF THE DESK

Welcome! INTERVIEWING SKILLS: BOTH SIDES OF THE DESK Instructor: Ellen Waddell

What is an Interview? • Interview – Purposeful – Planned – Decision-making – Person-to-person communication • Designed to achieve specific objectives • Interaction should be structured • Should ideally be a balanced exchange

Why is it important? • People decisions are the ultimatethe only true control of an organization • People determine the performance capacity of a firm • No organization can do better than the people it employs • Selection of new employees only STARTS the process of selection and retention

Why is it important? • People inhabit the culture and help to create a productive, or not so productive work environment • To build a successful organizational culture, you must start out asking yourself – Vision – Values – Mission – Organizational structure – Assignment of duties • What does the right applicant “look” like? • FINALLY: Finding those applicants and building your team

Types of Interviews n Variety of interviewing purposes l Information-Gathering l Appraisal l Persuasive l Exit l Counseling l Hiring

Interview Process Types n Unstructured Systematic n. Haphazard n n. Causal n procedure n. Loosely organized: “shooting from the hip” n n n. Typically individual interviewer only n -Clear statement of objectives for the interview -Planned ways of obtaining information -Flexibility -Evaluation procedures Individual interviewer or team n Structured n n -Same as Systematic, except: -No flexibility n -Team based

Interview Preparation: Cover Letter n a preview of who you are & qualifications l Cover letter n Expresses interest in the position n Tells how you learned of the position n Reviews primary skills and accomplishments n Explains why these qualify you for the job n Highlights any items of special interest that are relevant n Contains a request for an interview

Interview Preparation: Resume n Resume – detailed summary of abilities and accomplishments, typically including: l l l l Contact information Job objective Employment history Education Relevant professional certifications and affiliations Community service Special skills and interests relevant to the job References

Stages of an Interview n Opening l l l n Body l l n Establish rapport Explain purpose/scope of meeting Icebreakers/orientation statements Work experiences Educational background, activities, interests Breadth of knowledge Ability to manage time Close n Make the leave-taking comfortable

The Heart of the Interview n Questions l Closed questions n l Open questions n l choice and scope of answer broader Primary questions n n l Highly structured with yes or no answers introduce topics explore a new area Secondary questions n n Probing questions n follow up primary questions Ask for an explanation

Roles and Responsibilities n Interviewer’s goals l l l Information seeker Information Giver Decision Maker Interviewees’ goals l Research the organization l anticipate questions l Plan to ask questions themselves

Types of Employment Interviews q Behavioral q Case interview q Stress interview v Panel interview v Rapid questioning q Psychological v Emotional stability

The Job Applicant n Manage the initial impression n Key tools n What you say n How you say it l Nonverbal cues n Maintain comfortable eye contact n Vary pitch and volume n Eliminate hesitations n Lean forward from the trunk n Don’t slumping n Communicate a high level of energy n Smiles; hand gestures; appropriate body movements

The Interviewer n The interviewer must l l l n Maintain control of the interchange Deliver information clearly Listen (facts and feelings) Build trust Distinguish relevant from irrelevant information Nonverbal cues l l Three- to six-second silences “mm-hmm”

Diversity and the Interview n Culture could influence how we conduct ourselves in an interview l Those from individualist societies may seem arrogant in collectivist societies n l Western culture encourages assertiveness and showcasing of strengths Those from collectivist societies may seem unassertive, lacking in confidence and unprepared to assume leadership in an individualist society n Eastern culture teaches modesty and humility about personal achievements, qualifications and experience

Technology and the Job Search l l l l Job postings online before in newspapers Company homepages provide background information Ability to e-mail cover letter and resume Company sites also post job openings Recruitment sites post job openings Job seeker homepages Electronic resumes Computer-assisted interviews

Looking at the Law Can you ask: n Name of the next of kin? n Political party applicant favors? n What foreign languages the applicant speaks? n Whether an applicant has a permanent visa? n

Looking at the Law n Are these advertisements legal? Receptionist: if you’re a cutie you like this duty n Management trainees- college degree-top 10% of class only n Accountant- Must be over 45 years of age n Human Resource Recruiter: experience recruiting at African American colleges n Sales- recent college graduate preferred n

Looking at the Law n Which of the following are illegal n Companies may give tests to applicants to measure intelligence or personality providing the publisher of the test vouches the test is non-discriminatory n A company can refuse to employ an applicant because he is over age 70 n A company can refuse to employ an applicant because she is pregnant n A company may ask a woman applicant if she has small children at home

Looking at the Law n Which of the following are illegal n Companies may give tests to applicants to measure intelligence or personality providing the publisher of the test vouches the test is non-discriminatory n A company can advertise for someone “at least 21” n A company can refuse to employ an applicant because she is pregnant n A company may ask a woman applicant if she has small children at home n A company can specify a male only, due to excessive travel required of the position

Looking at the Law n Which of the following are illegal n The company can specify English speaking skills, since its clientele are all English only speaking n The company can specify it wishes an attractive woman to greet customers and visitors n A minority applicant must be given first consideration for a promotion even though less qualified than other candidates n Companies employing more women than men need not have Affirmative Action Plan to recruit more women

Looking at the Law n Equal Employment Opportunity Commission (EEOC) l l Criteria that are legally irrelevant to job qualifications are considered discriminatory Illegal questions are those regarding: n Race n Ethnicity n Marital status n Age n Sex n Disability n Arrest record

Increase Your Interview Effectiveness Be prepared n Practice sending and receiving messages n Demonstrate effective listening skills n Have conviction n Be flexible n Be observant n Consider the offer n Chart your progress n

Employee Selection: Meyers Briggs Personality Profile What might the personality profile be of: • • The CEO The Marketing VP The Chief Financial Officer The Receptionist The Administrative Assistant The Web Master The Accounting Clerk The Human Resources Manager

Employee Selection: Meyers Briggs Personality Profile • • • The CEO The Marketing VP The Chief Financial Officer The Receptionist The Administrative Assistant • The Web Master • The Accounting Clerk • The Human Resources Manager • Note to lecturer: – See secret slide

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