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

1. Welcome!INTERVIEWING SKILLS:BOTH SIDES OF THE DESKInstructor: Ellen Waddell

2. 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

3. Why is it important? • People decisions are the ultimate-the 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

4. 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

5. Types of Interviews • Variety of interviewing purposes • Information-Gathering • Appraisal • Persuasive • Exit • Counseling • Hiring

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

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

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

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

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

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

12. Types of Employment Interviews • Behavioral interview • Case interview • Stress interview • Panel interview • Rapid questioning • Psychological • Emotional stability

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

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

15. Diversity and the Interview • Culture could influence how we conduct ourselves in an interview • Those from individualist societies may seem arrogant in collectivist societies • 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 • Eastern culture teaches modesty and humility about personal achievements, qualifications and experience

16. Technology and the Job Search • 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

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

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

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

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

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

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

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

24. 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

25. 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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