Interviewing cansdidates

1. PRESENTATION TOPIC:
INTERVIEWING CANDIDATES
PRESENTED BY:
SHABANA SHEHBAZ
MAHNOOR HASHMI
HASSAN JAVED
AQIB

2. CONTENTS
 Introduction of Interview
 Basic Types of Interviews
 Structured Interview
 Unstructured Interview
 Stress Interview
 Behavioural Interview
 Problem Solving or Case Interview
 Panel Interview
 Video/Web-Assisted Interview
 Computerized Interview
 Three Ways to make interview Useful
 Use structured Situational Interviews
 Carefully Select Traits to Asses
 Beware of Committing Interviewing Errors

3.  The Errors that Undermine an Interviews Usefulness
 First impression
 Misunderstanding the Job
 Nonverbal Behaviour
 Impression Management
 Effects of Personal Characteristics
 Interviewer Behaviour
 How to Design and Conduct an effective Interview
 Designing a structured Situational interview
 How to conduct an Effective Interview

4. INTRODUCTION OF INTERVIEW
 Interview is a procedure design to obtained information to person through oral inquiry.
 A Conversation for gathering information.
 Interview involves an interviewer, who coordinates the process of the conversation and asks questions,
and an interviewee, who responds to those questions.
 Interviews can be conducted face-to-face or over the telephone. The internet is also emerging as a
tool for interviewing.

5. BASIC TYPES OF INTERVIEW
Structured Interview Unstructured Interview
 Question prepared/determined in advance. Question don’t prepared/determined in advance.
 Closed-ended questions. Open-ended questions.
 Data Collection is Quantitative. Data Collection is Qualitative.
 Factors evaluated are Explicit. Factors evaluated are Implicit.
 All Questions related to the job. Questions may or may not be related to the job.

6. STRESS INTERVIEW
 A type of interview in which candidate may be asked repeated, difficult or seemingly inappropriate
interview questions. They are designed to put pressure on candidate.
 Intimidating Questions: "Why were you fired from your last job?" "Was your previous job too much
for you to handle?”
 Unexpected Responses: The interviewer may ask the same question multiple times.
 Brainteasers: "How many rats are there in New York City?” "How much of New York's garbage do
they consume?

7.  How to handle this Stress ??
 Just remain calm whatever the question is.
 Clarify the question and don't feel any hesitation or embarrassment about doing so.
 Request for more details about questions.
 Make eye Contact.
 Talk directly to each person.

8. BEHAVIOURAL INTERVIEW
 Based on the assumption that past performance is the best indicator of future
performance.
 Employers use the behavioural interviewing technique to evaluate a candidate’s
experiences. Questions are alike:
• Have you work with someone you didn't like ?
• Your Biggest mistake ? what did you learn from it ?
• Have you ever faced dishonesty in workplace ? If Yes, How did you deal with it ?

9. PROBLEM SOLVING OR CASE INTERVIEW
 A case interview is a job interview in which the candidate is presented with a
challenging business scenario that he/she must investigate and propose a solution to.
 Case interviews are designed to test the candidate's analytical skills and "soft" skills.
Types Of Case interview:
o Brainteasers:
• How many golf balls can fit in a football stadium?
o Consulting Math:
• The market for lead pencils has been declining at 4%/year for the last 3 years. The original market
was $24M/year. What is the market in year 3 (now)?
o Market Sizing:
• How many of X exist in the market?

10. PANEL INTERVIEW
 It occurs when several people are interviewing one candidate at the same time.
 Conducted by group of recruiting personnel.
 Members of this interview team include Hiring and Line managers, Technical experts, Department heads,
Managers, Clients etc.
o Advantages Disadvantages
• Several people will be able to meet up the candidate Time Consuming.
and witness their responses and behaviour at same time. More stressful to the candidate.
• Interviewer have a chance to think more about Difficult to get the panel together.
candidates responses. Can be confusing.
• Everyone is using same question to get information to Can be very intimidating to the candidate.
make an accurate assessment.

11. VIDEO/WEB ASSISTED-INTERVIEW
 Same as traditional interviews expect, that video technology is used.
 Can be cost saving, if one or more of candidates are from out of the town.
 For example skype.
o Advantages Disadvantages
• Lower cost Internet connection issues
• Save time Poor video quality
• Screening remote candidates. Response time limitation
• Less pressure on candidates. Lack of IT savviness

12. COMPUTERIZED INTERVIEW
 An interviewing technique in which the interviewer uses a computer to answer the questions.
 A computer displays the questions onscreen, the interviewer reads them to the candidate, and enters the
candidate’s answers directly into the computer.
o Advantages Disadvantages
• There is no need to recruit or pay interviewers. Technical difficulties can be occur.
• Candidates are able to fill in the questionnaires themselves. The survey can miss feedback.

13. THREE WAYS TO MAKE INTERVIEW USEFUL
 Structured interviews are more valid than unstructured interviews for predicting job performance.
They are more reliable.
 Interviews are better for revealing some traits than others. What they could not assess accurately were
the traits that often matter most on jobs like conscientiousness and emotionally stability.
 Understand and avoid the various errors that can undermine any interviews usefulness.

14. THE ERRORS THAT CAN UNDERMINE INTERVIEW USEFULNESS
 First impression.
 Misunderstanding the Job.
 Nonverbal Behaviour.
 Impression Management.
 Effects of Personal Characteristics.
 Interviewer Behaviour.

15. HOW TO DESIGN AND CONDUCT AN EFFECTIVE INTERVIEW
 Designing a structured Situational interview.
• Analyse the job.
• Rate the jobs main duties.
• Create interview questions.
• Create benchmark answers.
• Appoint the interview panel and conduct interviews.
 How to conduct an Effective Interview.
• Make sure you know the job.
• Structure the interview.
• Get Organized.
• Ask Questions.
• Take brief interview.
• Close the interview.
• Review the Interview.

16. THANK YOU
Any question ???