S

Interview Training

Objectives

S  Understanding of Interviews as an Employee Selection Technique"

S  Know how to conduct Interviews

S

What are some of the types of interviews that you have been

to?

Types of Interviews

Purpose No. of Interviewer(s)

No. of interviewee(s)

Duration (approx)

When is this relevant in AIESEC?

Telephone/Skype Interview

Initial screening/virtual due to distance 1 1 30 mins

For short term positions such as TL where

candidates are abroad

One-on-one Interview

Usually by direct supervisor (last

interview) 1 1 45 mins

Before final confirmation of role (ie,

contract signing, announcement)

Panel Interview

To reduce interview bias or where multiple

perspectives are needed for a common broad area of applications

2 - 4 2 - 4 45 mins To determine who is to be allocated to what

Group Interview

Several applications for the same position/

programme 2 - 4 2 - 4 45 mins

To speed up common application for AIESEC’s

Explore! only

Layout of an Interview

Table

Interviewers

Interviewee Door or window must be behind interviewee (to avoid distractions

Observers must be sited away from interviewee’s line of vision

S

Interview Technique – STAR Model

STAR Model

S  Used to gather all the relevant information about a specific capability

S  Situation

S  Task

S  Action

S  Result

STAR Model

Situation

S  A recent challenge and/or situation that the interviewee found

him/herself in

Task

S  What did the interviewee set out to achieve in the situation?

STAR Model

Action

S  What did the interviewee do?

S  Look for specific information with regards to what the

interviewee did, why s/he did it, and what the alternatives were

STAR Model

Results

S  What was the outcome of the interviewee’s actions?

S  What did the interviewee achieve through his/her actions and did

the interviewee meet his/her objectives?

S  What did the interviewee learn from this experience and has s/he

used this learning since?

What is Talent Selection?

S  Talent Selection is about getting the right people with the Skills, Competencies and Behaviors needed to support your department

S

What’s the difference between Skills, Competencies and Behaviours?

Differences between Behaviours, Skills and Competencies

Behaviours Skills Competencies

Definition The actions or reactions of a person in response to external or internal stimuli

Ability to execute a task; technical or non-technical

Measures of job performance that combines a person’s skills, knowledge and behaviors that enable him/her to perform assigned tasks and roles

Examples Pro-active, self-starter, resourceful Sales Entrepreneurial

thinking/management

Assessment Method

- Assessment Centers - Situational questions

Technical or non-technical practice

- Assessment Centers - Situational Questions

S

Interview Questions

S

What are some of the types of questions that you have been

asked during interviews?

Considerations

S  Craft 4-5 questions for your respective function to assess the interviewee’s suitability for the department

S  What are these questions testing for?

S  Based on Job Description

S  Does the interviewee possess the required experience/skills/behaviours required for the role?

Skills-Based Questions

S  Result-oriented o  Could you share a situation where you planned and achieved a

long term goal?

S  Customer Relationship Management o  Please describe your approach when working with customers

and stakeholders

S

Recap

Interviews As An Employee Selection Technique

S  How will you employee Interviews when selecting candidates for your department?