Art of Interviewing !!!

Hi .. I am an Interviewer!!

Spark Nahi Hai

!!

Drive for

Results

Bhasad Sambhal

lega ?

Creative

Think on the feet !

Killer Nahi Hai !!

Interview …Haah….Just a Chat ?

Interview Science

Ooops , I am in the Panel….What to do ?

When should I capture Notes / Feedback ?

What’s the science called ‘HIRE RIGHT’ / HIRE ON POTENTIAL ?

Define Your

Use the data of job analysis

Decide on number of interviewers

What do you hope to find out?

Plan potential probing questions in advance

What’s your hypothesis?

Also, make sure you identify your own bias and beliefs!

Treat the candidate as a guest Provide Space Block Time No Interruptions Explain the Process Provide Information Don’t Play Games

Types of Interviews

Directive

Non directive

Stress

Situational

Phone

Off site

Video conferencing

Progressive

Team

Competency based

Competency Based

Interview ??

Example (E) Action (A) Result (R)

EAR Model

Example (E) : What is the example of behaviour or experience that the candidate was faced with?

What did you do when…………….

Action (A) : What did the candidate do and how was it done? Walk me through the steps you took……. Exactly what did you do…..?

Result (R) : What were the effects of candidate’s action? What was the outcome? What was the result?

Competency Based Interviewing

“Give us an example when you….”

“What did you do?”

“How did you make a difference?”

“How did you bring others along with you?”

In other words….you, you and you!!

“ Competencies are underlying personal characteristics that influence individual performance”…

Competencies comprise of skills, knowledge, values and attitude

Ro

le

Competency 1

Competency 2

Competency 3

Competency 4

Competency 5

Competency 6

Interview 4

Culture Fit and Close

Interview 4 Competency 2 Competency 4

Interview 3 Competency 5 Competency 2

Interview 2 Competency 3 Competency 6 Competency 1

Interview 1 Competency 1 Competency 2 Competency 5

D E B R I E F

How to Drive a Competency Based Discussion

Break Please !!

During the Interview

Active Listening

Receive

Appreciate

Summarise

Ask

From Julian Treasure’s TED talk ‘5 ways to listen better’

Ask open questions – don’t lead

YAY

• Who

• What

• When

• Where

• Why

• How

NAY

• Did

• Have

• Are

• Were

• Will

Were you trying to do A or B?

What were you trying to do?

How to keep people talking

Help me understand better Can you tell me the

story about that?

Tell me more…

What else can you tell me

about…

What do you mean by…

Echoing and rephrasing

This is confusing...

Confusing...

Yes, confusing. I wasn't sure whether...

Echoing and rephrasing

…and so I decided to click on that link to go to the next page.

Okay, so let me get this straight: first, you saw the link, and...what, again?

I saw the link, and I thought to myself....(paraphrases self)

Conversational disequilibrium

I wanted to download that application, but the instructions

were so confusing… (trails off and stops talking)

The instructions were confusing?

And you expected…

Confusing?...Because….

So then you…

Mmmm hmmm.

How to deal with difficult people

The quiet one

• So, tell me what you're trying to do here

• What are you trying to get done right now?

• How does this (part/page) compare with what you were expecting?

• If the user falls quiet repeatedly: And by the way, if you could just let me

know what's going through your head as you’re doing this...

The bored one

• I noticed that you just hesitated a bit before clicking on that button. Can

you tell me why?

• Why don't we back up a bit? I was curious about what drew your attention

to the tab you just clicked on?

• Before we move on from here, I wanted to ask you about this part a bit

more. What do you think about the range of choices they give you here? Is

anything missing?

• That's really interesting, thanks for telling me about that. To come back

to....

• Can I interrupt you? Sorry, I was actually curious if you could...

The chatty one

Closing the Interview

Power of documentation

Make a sales pitch but do not miss-sell!!!

Indicate closure time lines

Capture Feedback ( Objectivity )

The objective must be to hire the candidate who is BEST QUALIFIED to perform successfully on the job, not necessarily the candidate who does the best during the interviews

“ ROLE PLAYS “

Pitfalls

Going with the flow

Asking predicable questions

Whitewashing the job

Ignoring the question of ‘fit’

Letting a candidate's one major positive blind you to

all other negatives

Typical

Selective attention “She is very good with excel. I didn’t feel the need to check other skills.”

Selective judgment “We would prefer people only from life insurance. Banks and non life will not work.”

Halo effect “His father is the Chief Justice. I’m sure he will also be intelligent.”

Contrast effect “The industry feedback on her is not very good.”

Influence of misleading signs “His personality was not very impressive.”

Similar to me “We happen to be from the same B school. I’m sure she’ll be a good.”

Stereotyping “All candidates from IIMs leave within one year.”

Don’ts Do’s

&

Do Be the learner, not the expert

Ask naïve questions

Ask for specific stories

Allow people time to think

Listen!

Take notes or record

Take photos or collect artefacts

Don’t Be an interrogator

Ask questions that sound like blame, or argumentative

Ask for solutions

Try to solve problems during the interview

Ask what features people want

Ask people to imagine theoretical situations