Applied interview techniques (w/video recording)

Applied interview techniques (w/video recording)

Participant Profile:

Every manager who attends every interview.

CONTENT:

Basic interviewing concepts and objectives of interviews:

  • Basic, managerial and functional competencies 
  • Who, to which position? Hiring process?
  • Absolute musts in job definition  

  • Obstacles in interviews and interviewer ERRORS 
  • Frequently made mistakes and points to consider during interviews

  • Do's to prevents possible errors.

Interview types

  • Recruitment and exit interviews
  • Career layout and promotion interviews
  • Interviews for determining training needs

Interview methods

  • One-on-one,
  • Consecutive, 
  • Duo, 
  • Group, 
  • Panel, 
  • StreSs

FREQUENTLY MADE INTERVIEWING ERRORS AND PRECAUTIONS

  • Points to consider and frequent interview errors
  • Precautions to prevent possible errors

  • Importance of interview for interviewer and interviewed 
  • Interview plan Two-way process
  • Informations to give and take 
  • Importance in applicant profile differences (experienced-inexperienced) 
  • Importance, definitions and specifications of competencies (fundamental, work-specific and administrative)

  • Starting to interview

    • Stages of interview: Opening, asking questions-survey, informing the applicant, closure
    • Main points to consider in interviews: Applicant psychology, keeping the communication, noting, body-language usage, body-language of applicant and interpretation
    • Question types

  • Opening section (environment preparation, greeting and familiarisation) 
  • Questions to ask during opening section and evaluating them 

  • Mutual listening 
  • Question asking methods in interviews 
  • Never-to-ask questions in interviews 
  • Oriented questions 
  • Questions that answers are already known 

  • Question examples for managers 
  • Interviewing by following the CV order 

  • Structured interviewing stages

  • PREPARATION
    • Environmental preparation
    • Applicant information compilation
    • Viewing application forms
    • Designating questions to ask
  • ENTRY SECTION
    • Relaxation of applicant and chit chat
    • Subjects not to be spoken about
    • Monitoring the applicant according to his body language
    • Development Section
    • Starting point for experienced and inexperienced applicants
    • Faulty and never-to-ask questions
  • FEEDBACK and AIM of FEEDBACK
    • Positive or negative feedback
    • Stages of feedback giving
    • Feedbacks according to behaviour 
    • 4 different behavioural models and interaction differences 
    • Resistance in feedback
    • Feedback during perfromance evaluation process
    • Feedback about sudden behavioural styles
    • Obstacles and difficulties during feedback process
    • Points to consider in behaviour model-based feedback 
      • Knowing different behaviour models
      • Behavioural style spesifications
      • How to approach according to behaviour models
  • CLOSURE and ENDING the INTERVIEW
    • Informing about process
    • Informing during and after the interview  
      • Evaluation and closure

    • METHOD:

    • Evaluation with group or one-on-one practices
    • Case studies
    • At least 2 video recordings for every participants, evaluation over videos and feedbacks