meeting and interviews

7/29/2019 meeting and interviews

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Meeting & Interviews

Presented by : Group 5


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Participant

1. Anand Prakash (N-014)

2. Deepak Kumar

3. Saday Mishra4. Sudeesh Kumar

5. Ravi Kumar

6. Deepak Singh


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Agenda

1. What is Meeting2. Type of meeting

3. Effective Meeting or ineffective meeting

4. Setting the meeting Objective

5. Stages of meeting

6. Roles of participant

7. Participating effectively in meeting

8. What is interview9. Type of interview

10. What employer seek

11. Interview techniques


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What is meetingA meeting is a gathering of people to present or

exchange information, plan joint activities,

make decisions, or carry out actions alreadyagreed upon.

Meetings are held to communicate from oneto many or Plan for the future or review the

past or Brainstorm to generate ideas.


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Type of meeting

General

- Presentations

- Giveinformation

- Discussissues

- Examineproblems

DecisionMaking

- Gather opinions,facts

- Ideas fromgroup to reach a

decision

- Examineproblems andcome up with

solutions

Development

- Create newideas

- Expandconcepts

and theories

- Get moreideas onprojects

Information

- Informationon newissues

- Providenew

instructions

- Simulatereal situationfor practicepurposes


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Effective meeting

When wouldyou consider ameeting tohave been`effective or

`successful?


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MEETINGS ARE SEEN AS EFFECTIVEWHEN :

1. There is a clear objective or purpose for holding the

meeting well communicated

2. The objective of the meeting is met

3.The meeting is conducted in an organised manner;

time schedules are maintained.

4. All participants benefit from the meeting


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MEETINGS ARE SEEN AS INEFFECTIVEWHEN

1. No purpose is solved

2. Participants are confused at the end

3.Participants could have utilised their time more

profitably elsewhere

4. The meeting ends with a feeling of bitterness

or animosity by some or all


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SETTING THE MEETINGS

OBJECTIVE


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Checklist

Do we have a clear objective for this meeting? Will it be understood without confusion by all the

participants?

Could this objective be met more effectively by some

other means than a meeting?Tips: Making the objective SMART

Ensure the objective is SPECIFIC

Can we make it MEASURABLE so that we can objectively

evaluate our success? Is the objective seen as ACHIEVABLE?

Is the objective RELEVANT to the participants?

Can we set a TIMELINE for meeting the objective?


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Remember:

Holding a meeting

without anobjective,is like navigatingwithout a

compass.


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STAGES OF A MEETING


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Like most forms of communication, meetingsgenerally have three stages:

1. Before the meeting activities

2. During the meeting activities

3. After the meeting activities


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BEFORE THE MEETING

Set the meetings objective

Decide who should participate.

List what will be required for the meeting.

Prepare a suitable agenda.


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DURING THE MEETING

Maintain time discipline

Start by stating the objective of the meeting

Make the roles of participants clear

Introduce and conclude each item on theagenda as an independent section.


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DURING THE MEETING

All participants should contribute

Keep the discussion on track

Summarise and simplify

At the end, summarise

Finally


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3. AFTER THE MEETING

Circulate the minutes of the meeting

Guidelines for preparing minutes

Monitor and review progress


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IMPORTANT ROLES OFPARTICIPANTS


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Organiser

NEUTRAL ROLES


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Chairman

NEUTRAL ROLES


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Scribe

NEUTRAL ROLES


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Encourager

POSITIVE ROLES


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Harmoniser/TensionReliever

POSITIVE ROLES


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Idea Builder

POSITIVE ROLES


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Attacker

NEGATIVE ROLES


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Dominator

NEGATIVE ROLES


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Non-participant

NEGATIVE ROLES


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8. PARTICIPATING EFFECTIVELY INMEETING


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Meetings are an opportunity to enhance our

image in organisation as the resourceful andenthusiastic employees. Make most of them.

Step1: Read and understand meetings agenda(be clear why meeting is being held)

Step2: Prepare to contribute and add value

during discussion

Step3: Listen actively before speaking


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Step 4: Contribute your ideas in a confidentmanner, backed up by facts, figures and logicStep 5: Work towards achieving the teamscommon goal.

Step 6: Volunteer to take responsibility for atleast a small part of action

Step 7: Deliver whatever you have committed

to execute within agreed time frame.Step 8: Seek and earn the visibility andrecognition you deserve.


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INTERVIEW


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What is Interview:

Interview is a breakthrough system for showing

that you are the best person for the job.

in another words An interview is a conversationbetween two people (the interviewer and the

interviewee) where question are asked by the

interviewer to obtain information from theinterviewee.


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Interview Types

Structured vs. unstructured

Job skills vs. personality traits

Interview formats

One-on-One interview

Group interview

Technical seminar

T f I t i


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Types of InterviewCommonly used with professional jobs involvesa series of interviews in which you meetindividually with various representatives of theOrganization.

Initial interview The representatives usuallyattempts to get basic information on your skillsand abilities.

Subsequent interview The focus is on howyou would perform the job in relation to thecompanys goals and objectives.

Targeted Interview :Although similar to the

structured interview, the areas covered are more

Situational Interview


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Situational Interview :

Situations are set up which simulate common

problems you may encounter on the job yourresponses to these situations are measuredagainst pre-determined standards.

Group Interview:You may be interviewed by two or morecompany representatives simultaneously. Onerepresentative is designated to ask stressquestions to see how you respond underpressure.

After the interviews are completed, interviewersmeet and pool their information and short list thecandidate basis of performance.


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What Do Employers Seek?

Communication skills: ability to communicate with peers,managers, customers

Teamwork skills: work well with others Interpersonal skills: relates well with others Computer skills Analytical skills

Honesty/integrity Motivation/initiative Flexibility/adaptability Willingness to share information and ideas Responsiveness or adaptability to change

Ability to work under pressure Sense of ownership of work and ideas Willingness to take calculated risks, without fear of

consequences Multicultural experience and/or ability to speak multiple

languages

Commitment to continuous learning, skills development


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TYPE OF INTERVIEWING QUESTIONS

Open A general invitation that encourages candidates to talk freely abouttheir experience, eg Would you please tell me about yourself ?, Closed Specific questions seeking clarification eg What did you do then?,

Why did that happen?, Who else was involved?

Probing

Questions designed to obtain further details or to ensure that allthe facts are obtained, eg Could you give me some more details of what you

did and achieved?

Behavioral event Questions designed to find out how the candidates wouldbehave in certain situations, eg Could you describe an occasion when youpersuaded others to take an unusual course of action?

Hypothetical Putting a situation to candidates to see how they wouldrespond, such questions start with a phrase such as What would you do if ?

Capability Questions designed to establish what candidates know, the skillsthey possess, or the experience they have had, eg What are the key skills youhave to use in your work?,

I i i T h i


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Interviewing TechniquesWhat do I want to know about the candidate?

Base for Job profiles (Skill-Profiles)

How much time do I have to get the relevant

information?

How do I get the relevant information?

looking behind the CV

techniques of questioning

Detecting real experiences / creating cases

for assessment (triangle)

conclusions:


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Base for Job profiles

e.g. site engineers:

Methodical Personal-problem solving - mobility

-innovative - Flexibility-customer orientated -Team Oriented

-working style -Behavior in conflict situ

-communication - loyality

-consultancy

Technical-geotechnics

- ground improvement

- statics

- site management


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Do

Be sincere and direct Be attentive and polite Ask relevant questions Answer questions concisely

Use specific examples to illustrate points

During Interview


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Dont

Be too serious

Show you are depressed or discouraged

Make negative comments about anyone or your company

Look at your watch. Talk about salary and benefits - best left for a second

interview, or, better yet, a job offer

Try to control the entire interview

During Interview- contd


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HOW TO GET CONFIDENCE IN

INTERVIEW1. Attend as many as interview.

2. To know about company details and product.

3. To know about recruitment process and job details.

4. To be well dress-up.

5. Always think positive about the job and your career.


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THANK YOU !

meeting and interviews

Documents

Transcript of meeting and interviews