Consult-HR: Interviewing from recruiter perspective
- 1. What to expect from your job interview and how to be a better prepared candidate. Job Interviews from practical perspective
- 2. Name Field of study Year in the program Why are you attending this seminar? Introductions
- 3. Prepare your profile – Resume – Cover letter – List of references and reference letters Social media – LinkedIn – Facebook – Google yourself Applying for Jobs
- 4. Preparing for the Interview Study the job description – Required skills, knowledge, attributes Study the organization – Website – Important dates and achievements – President/CEO Review your own credentials and work history – Do not assume the interviewer(s) went through it all
- 5. Phone/screening interview – Preliminary and introductory – Likely with an HR representative In-person interview Panel interview – 2 or more interviewers – HR representative and manager/hiring lead Types of Interviews
- 6. Types of Interviews Group interview – Multiple candidates interviewed at once Video conference interview Serial interview – 2 or more separate interviews in sequence
- 8. Past behaviour predicts future actions/decisions Based on specific past behaviours Sample questions: – Tell me about a time when you faced a challenge. How did you resolve it? – Tell me about a time when you demonstrated working effectively under pressure – Provide an example of working in a team – Provide an example of dealing with a difficult customer. How did you handle it? Behavioural Interview Questions
- 9. Know your work history Conclude each answer on a positive note Demonstrate skills, abilities and work ethic Behavioural Interview Questions
- 10. Based on hypothetical situations Sample questions: – What would you do if the work of a team member was not up to expectations? – What would you do if a project’s priorities suddenly change? – List the steps you would take to reach an important decision on the job. Situational Interview Questions
- 11. Combination of situational and other interview questions Each candidate is asked the same questions Results are scored and compared Eliminates bias Ensures objective decision making Structured Interview
- 12. No strict guidelines Free-flowing, casual conversation More prone to bias More realistic overview of candidate Unstructured Interview
- 13. Combines structured and unstructured questions Semi-Structured Interview
- 14. Standardized testing to evaluate candidate’s fit and competence level – Administrative (MS Office) – Technical/trades – Fitness Testing
- 15. What to wear? Smile Hand shake Eye contact Body language Small talk During the Interview...
- 16. Tell me about yourself – Direction of career – Brief overview of academic/career achievements Strengths – Time management – Team player – Proactive – Fast learner “Difficult” Questions
- 17. Weaknesses – Skills development – Turn negative into positive Salary – Range – Flexibility “Do you have any questions?” “Difficult” Questions
- 18. Tell me about your degree/diploma. Why did you choose this field of study? Why are you looking to leave your current job? Why do you want to work here? What are your career goals? When are you available to start? Other Interview Questions
- 19. Follow up with a quick ‘thank you’ e-mail Calling/e-mailing the recruiter to find out about the status of your application is OK! After the Interview
- 20. THANK YOU! Presenter: Natalie Sidon HR-Administrator at: Organized by:
- 22. Want to get involved? We are hiring executives for the next year: Come talk to ME after event. Fill out the application form at http://4uw.co/2014-executive Club memberships are open for next year Come talk to ME after the event. Membership fee: $20/year Club is oriented on career and life skills development