HOW TO INTERVIEW -SUPPLEMENT
Read me first!
•This is a copy of a session from Toomas that was created byan HR consultancy (CVO) for an AIESEC conference; itserved as the basis of the JulyCon 2011 “How to interview”sessions
•Please read the notes where posted below the slides
•Please note the competencies listed are outdated withreference to the global competency model(http://www.myaiesec.net/content/viewwiki.do?contentid=10152706) but the questions may still be relevant
BASICS ABOUT INTERVIEWING
Triin Raamat
CVO (Career Vision Opportunity)
04/09/2009
Assessment methods
•Assessment centre
•Competency basedinterview
•Case study
•Ability test
•Personality test
•Background check
•Traditional (CV) basedinterview
Better
How is the final decision made?
Required competencies
Motivations
Chemistry
Structure of interview
1.Preparation
2.Introduction
3.Interviewing
4.Summary of interview/ending
1. Preparation
•Analysis of background information (CV, questionnaire)
–Personal data (name, age)
–Residence
–Education
–Language skills
–Additional information about the candidate
•Preparation of interview questions
–What would you like to know more considering the backgroundinformation?
–What are the competencies you need to assess?
•Preparation of the interview environment/room
2. Introduction
•Presentation of interviewers:
–Who are the interviewers (names, roles in AIESEC, etc.)?
–What are the tasks of interviewers during the interview?
•Introduction of interview structure:
–How is the interview organized, are there any specific sections?
•Planned interview duration:
–How long may the interview last?
•Informing about confidentiality:
–All the gathered information stays in AIESEC
•Agreement from the candidate:
–Has the candidate agreed with the structure, duration, etc.?
3. Interview
3. Interview
3.2 Competency
Based Interview
3.1 Traditional
Interview
3.1 Traditional interview
•Questions about interest and motivation:
–Why the candidate is interested in AIESEC?
–How much time the candidate could spend for AIESEC?
•Questions about education:
–Where and why the candidate is studying?
–How are the studies going?
•Questions about working experience:
–What are the current and former working experiences?
–Does the candidate have career plans for the future?
•Questions about free time and hobbies:
–How does the candidate spend his/her free time?
3.2 Competency based interview
•Competence is a monitoring combination ofKNOWLEDGE, SKILLS and ATTITUDES.
•Competencies associate with usage of skills andbehaviour – thereby they are assessable and possible todevelop (still it takes lots of time for development).
•Competency based interview focuses on assessment ofdescription of actual behavior – candidate has to bringdifferent examples of specific situations and interviewerassesses his/her behavior in these situations.
•It’s important to analyze FEELINGS – ACTION –THINKING.
Competencies of AIESEC (1)
•Awareness of others:
–Please describe a situation where you had to consider othersbefore making your decisions/taking your action.
•Self awareness:
–Please describe a situation where you had to testify yourmistakes(s) to others.
–Please describe a difficult situation where you had to take theresponsibility for the consequences.
•Flexible thinking:
–Please describe a situation where you and your team membershad different points of view, but you had to make a commondecision.
–Please describe a situation where you had to make a veryimportant decision.
Competencies of AIESEC (2)
•Effective communication:
–What have been your main difficulties in interpersonalcommunication?
–Please describe a situation where you had to communicatewith a person with poor communication skills.
•Commitment to results:
–Please describe a situation where you had very high targets toachieve.
–What is the achievement you are most proud of? How did youachieve that?
•Innovation:
–Please describe a situation where you brought out a newidea/solution.
Competencies of AIESEC (3)
•Innovation:
–Please describe a situation where you had to work out aunique solution.
•Sense of responsibility:
–Please describe an important task to you had to fill.
–Please describe a situation where you had to make adecision that influences others.
How to assess the competencies?
•Weak answer:
–Candidate is not able to describe concrete situations
–Candidate uses consistently “we” form
–Candidate is hesitating
•Intermediate answer:
–Candidate can bring out situations with some facts
–Candidate is unsecure in the answers
•Strong answer:
–Candidate describes a concrete situation with concrete facts(FEELINGS, ACTIONS, EMOTIONS)
–Candidate is confident while describing the situations
–Candidate does not use “we” form
How to find motivated candidates?
•Questions about motivation:
–Why you are interested in AIESEC?
–How much time you could spend for AIESEC?
–What are your future plans considering AIESEC?
–Is there anything that could stand in your way for AIESEC in thefuture?
•Questions about responsibility:
–Do you have the kind of experience where you engaged withsome new activity, but after some time you decided that it’snot interesting enough and/or you don’t have enough time forthat?
–Do you have any long term relations with some kind of (social)organizations, hobbies, etc.?
4. Summary of interview/ending
•Questions from the candidate:
–Is there anything else the candidate would like to say abouthimself/herself?
–Are there any questions about AIESEC?
•Descriptions of further process:
–How many candidates is AIESEC planning to interview and howmuch time is it going to take?
–How and when the candidates will receive thefeedback/answer?
•Thanking the candidates:
–Even if you realize during the interview that the candidate isnot qualified enough, you should always thank the candidatefor his/her interest and time spent.
Main hints
•What should you do?
–Consistently ask specific and detailed questions (“What did youdo then?”, “How did you feel then?” etc.).
–Praise the candidate for detailed answers.
–Handle one situation at a time.
–Get the whole picture about a situation.
•What should you avoid?
–Accepting general information (“We did…”, “Usually I dothat…”).
–Letting the candidate change the topic before getting theinformation you need.
–Telling the candidate what you are assessing.
Main mistakes (1)
•Interviewer makes conclusion based on first impression.
•Candidate who is similar to the interviewer seems to bemore qualified (and attractive).
•Interviewer asks several questions at a time
–What are your hobbies, how much time they take and howoften are you dealing with these?
•Interviewer asks a question and gives a variety ofresponses
–What are you personality traits? Are you hard-working, loyal,honest?
•Interviewer gives too much positive feedback
–“Very good!”, “Excellent!”, etc.
Main mistakes (2)
•Interviewer allows the candidate to use “we” form
–“Then we did that…”, “Then we thought that…”, etc.
•Interviewer does not specify candidates answers andcandidate gives general description about situations
•Interviewer does not make pauses and does notgive time to think
•Interviewer talks too much
–Interviewer should speak 20% and candidate 80% of thetime