Interviewing skills for talent acquisition

Interviewing Skills for Right talent acquisition Talent Synergy Workshop 17 & 18 Sept 2010

“ All we can do is bet on the people whom we pick. So my whole job is picking the right people.” Jack Welch Former CEO, General Electric

Objectives for the day ,[object Object],[object Object],[object Object],[object Object]

Cost of Getting it wrong ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Top ten reasons why we make mistakes ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Step One Define the Job Step Two Assess the Candidate Step Three Document & Decide Three-step Process

Our Fundamental Principle ,[object Object],[object Object]

The Three Levels of Appraisal Temperament/Behaviour LEVEL II Attitudes & Beliefs Knowledge Self Motivation Appearance Acquired Skills Stability & Persistence Manners Training Maturity & Judgment Expressiveness Experience Aptitudes/Capacity To Learn Interests Education Goals Credentials Patterns GREATER GREATEST MINIMAL IMPACT ON PERFORMANCE LEVEL I LEVEL III

Attitudes & Beliefs Self Motivation Stability & Persistence Maturity & Judgment Aptitude/Capacity to Learn Temperament/Behaviour Patterns LEVEL III

(I) Attitudes and Beliefs ,[object Object],[object Object],[object Object]

(II) Self Motivation ,[object Object],[object Object],[object Object]

(III) Stability and Persistence ,[object Object],[object Object],[object Object]

(IV) Maturity and Judgment ,[object Object],[object Object],[object Object]

(V) Aptitudes / Capacity to Learn ,[object Object],[object Object],[object Object]

(VI) Temperament/Behaviour Patterns ,[object Object],[object Object],[object Object]

Bottom Line ,[object Object],[object Object],[object Object],[object Object],[object Object]

Managing an Interview ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

RAPPORT BUILDING OPINION BASED GENERAL, OPEN-ENDED BEHAVIOUR BASED FACT BASED CLOSED-ENDED SITUATIONAL TYPES OF INTERVIEW QUESTIONS

[object Object],Situational Questions ,[object Object],[object Object],[object Object],[object Object]

1. What are the key goals/expectations for the position? Developing Behavioural Questions ,[object Object],[object Object],[object Object],2. List examples of the key challenges the individual will face to achieve those goals. 3. Turn these examples into questions. Remember to...

[object Object],[object Object],[object Object],[object Object],Probes

1) Silence “ take your time” restate question 2) Generalities 3) The Verbal Explosion 3 Common Responses to Behaviour-based Questions

Your Success As an Interviewer Depends on:  Clearly understanding the job requirements  Establishing rapport & getting open communication  Drawing out relevant information from the history  Interpreting the history within the context of the three levels  Making an informed decision

Initiative Questions ,[object Object],[object Object],[object Object],[object Object]

Motivation Questions ,[object Object],[object Object],[object Object]

Attitude Questions ,[object Object],[object Object],[object Object]

Interviewer types ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Thank you Shashikanth Jayaraman [email_address]

Interviewing skills for talent acquisition

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