Talent InterviewsGROUP 5

Submitted By :

• Gautam Bindlish (15P021)• Hardik Paharia (15P022)• Himanshu Shekher (15P023)• Ishita Dwivedi (15P024)• Jayram Palnitkar (15P025)

Understanding Talent Interviews

Talent Intervie

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Personal

Stress

StructuredUnstructured

Evaluative

Skill and experience don’t always show aptitude or fit – they show endurance

Remember, just because a candidate has experience doesn’t mean he was good at the job or liked doing it – the two criteria for successful performance

Why Talent Interviews?It is a ‘test drive’ for your candidate

You never buy a car without a test drive

Similarly, a recruit is hired to ‘drive’ the company and hence should pass the ‘driving test’

What is critical in talent-based interviewing ?

You get the candidate to think on the spot – this is where you get a test drive to see how the potential employee would handle real job events.

Structure of Talent InterviewsInterview takes typically 15 to 30 minutes

Questions are asked one after the other in quick succession

Very less time is given to think for the person interviewed

Diverse questions

It can be demanding and stressful

Psychometric may be included in the interview

It seems like a common phone interview, but is much more sophisticated

What does it judge?Recruiters observe the following:

Your ability to focus

Maintaining high level of concentration

Speaking to the point

Type of questions asked

What is your purpose in life?

Most people haven’t thought about this question. If they haven’t, then they’re far more likely to be working

solely for the money, and you will know that they’re more likely to jump ship for a chance at more money.

How do you make decisions?

What you’re looking for in this instance is thought patterns. Check to see if their real-life decisions are made by employing their decision making processes.

How did you go about researching our company?

This question lets you immediately differentiate between casual applicants and those who are authentically interested.

If money were no object, what would your ideal job be?

Ideal candidates will be working in — or working toward — their ideal jobs. If the position you’re hiring for has no relationship to the ultimate goals of your applicants, then they’re unlikely to be dedicated, long-term employees.

What have your past bosses been like?

This question will give you an idea of how candidates relate to authority and will tell you how each candidate likes to be managed. Again, remember that what you’re looking for is patterns in behavior.

So, the bottom lineRecruiters ask same questions in different wordings to

test the trustworthiness and credibility of answers

Best way to excel is fully concentrate on questions and be as calm and honest as possible