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Interviewing skills for the non hr supervisor
This document provides guidance for non-HR supervisors on conducting effective interviews to hire the right candidate. It discusses different types of interviews including phone, in-person, and Skype interviews. It offers tips on being prepared such as reviewing resumes in advance, having a list of questions and the job description ready, allowing enough time, and using a score card. The document cautions against making assumptions, being unprepared, allowing interruptions, dominating the conversation, and providing an unclear follow up process.
In this document
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Introduction to interviewing skills tailored for non-HR supervisors, highlighting the presenter.
Overview of diverse interview types and methods to engage college students with limited experience.
Key steps for preparing interviews, including reviewing resumes, having questions ready, and time management.
Guidelines for conducting effective phone interviews, emphasizing environment and technology considerations.
Best practices for in-person interviews, including professionalism and conducive environments for evaluation.
Facilitating Skype interviews with tips on connectivity and professionalism in a virtual setting.
Advice on formulating engaging interview questions, focusing on behavioral inquiries to assess candidates.
Critical pitfalls to avoid in interviews, including assumptions, lateness, and proper communication.
General tips for conducting better interviews, leading to more effective candidate evaluations.
Reference to a video illustrating poor interviewing practices to highlight what to avoid.
Summary of the Presentation and acknowledgment of the speaker.
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Interviewing skills for the non hr supervisor
- 1. Interviewing Skills forthe Non-HR Supervisor Jennifer Fisher Graduate Retention Program Manager Fort Wayne Chamber of Commerce
- 2. Different types ofinterviews How to conduct a good interview to get the right candidate Questions to ask college students with limited experience
- 4. Take time toreview the candidates resume and cover letter right before the interview Have a list of questions you can ask Have the job description in front of you Be prepared to answer the candidates questions Leave yourself plenty of time for the interview and to take notes (1 hour) Have a score card to keep your evaluation of each candidate consistent and fair
- 7. Phone Interviews • Greatalternative to candidates who can’t come in for an interview. • Allows you to pre-screen candidates and reduce your pool of candidates. • Should be conducted the same as an in-person interview. • Make sure that you are in a quiet and interruption free environment to conduct the interview. • Best to do over landline to avoid cell phone signal problems.
- 9. In-Person Interviews • Givesyou an opportunity to meet the candidate and see their professionalism in person. • Should be conducted in a quiet and interruption free environment (consider a conference room away from your office or normal work area) • If you have pre-screened candidates by phone, an in- person interview can be the next step and give you a chance to give a tour of the work area. • Can be conducted by one person or a group of employees.
- 11. Skype Interviews • Doneonline and provides video feed of both the candidate and the interviewer. • Must have a good connection on both ends for it to work well. • Allows you to interact with the candidate and see their professional appearance. • Can be a great alternative for candidates who cannot come onsite for an interview.
- 13. What to Ask •Open-ended questions that allow the candidate to talk. • Avoid the dreaded, “So tell me about yourself” question. There are other ways to get the candidate to open up and talk. • Behavioral style questions can help you understand a candidates past behavior: (Tell me about a time when you were working together with a team. What role did you have on the team?) • Refer to sheet of questions. Come up with your own. • Remember, you’re talking to a student who may not have a lot of experience. You’re looking for trainability and work ethic, not necessarily job knowledge.
- 15. Definite Don’ts • Don’tmake assumptions about the candidate before the interview has started. • Don’t be late. Start the interview at the scheduled time. • Don’t allow interruptions once the interview has started. • Don’t spend the whole interview talking. • Don’t leave the interview open-ended. Give the candidate a timeline of when you plan to make a decision and tell them how you’ll follow up. • Don’t stray too far from your questions or the reason the candidates
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- 17. Good Example ofa Bad Interviewer • http://www.youtube.com/watch?v=9PMv4vtX 4_A&feature=related
- 18. Jennifer Fisher, ProgramManager Graduate Retention Program