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					Investigating people
       at work
     Lesson 6

         Interviews


      Investigating People at Work 6 -
                  Interviews             1
                  Lesson Objectives
   In this lesson we will:-
       Look at different types of interviews
       Look at the job interview and its structure
       Discuss interview score sheets
       Look at the interview itself including:-
         •   Structure
         •   Questioning skills
         •   Exit interviews
         •   The use of score sheets
         •   Questioning skills
         •   Other types of interview
         •   The need for feedback
         •   Post interview procedures

                          Investigating People at Work 6 -
                                      Interviews             2
        Types of Interviews
   Workplace interviews
    include:-
       Job interviews
       Appraisal interviews
       Disciplinary interviews
       Exit interviews
   In this lesson we will
    mainly be looking at
    Job interviews so we
    will briefly look at the
    others
                       Investigating People at Work 6 -
                                   Interviews             3
              Appraisal interviews
   Given as part of staff
    development to review-
       Performance in post
       Achievement of targets
       Future planning
   Job holder usually has
    right of written response
   Re-visited at end of
    agreed period to see if
    targets attained


                         Investigating People at Work 6 -
                                     Interviews             4
Disciplinary interviews

                            Carried out as part of
                             application of company
                             rules when employee
                             may have breached
                             company rules
                            Where applicable, union
                             representative may be
                             present
                            Record of interview and
                             action taken kept on
                             employees record

       Investigating People at Work 6 -
                   Interviews                          5
               Exit interviews
   Used in appropriate
    situations such as:-
       Redundancy
       Being dismissed for
        disciplinary purposes
       Retirement or resignation
   In the case of resignation,
    organisation may want to
    know reasons why so
    employer can take
    remedial action to aid
    retention
                         Investigating People at Work 6 -
                                     Interviews             6
           The Job Interview




                     Investigating People at Work 6 -
IT IS IMPORTANT TO   MAKE THE INTERVIEWEE
                                 Interviews             FEEL RELAXED!
                                                                    7
                The Job Interview
 Interviews can be conducted by 1 person, 2
  persons or more (more than 2 is usually a
  ‘panel’).
 Advantage of 1 interviewer
       Can help make candidate more relaxed
   Disadvantages
       Risk or personal bias either (+) – ‘halo effect or (-) –
        personal prejudices
       Limited expertise – more than 1 interviewer brings
        wider angle on discussion
                        Investigating People at Work 6 -
                                    Interviews                     8
      The Job Interview Structure
 Mostinterviews structured using
 predetermined list of questions including:-
     Questions relating to the job specification
     Questions relating to the person specification
     Information about the candidate’s previous
      experience and what they think they can bring
      to the job
     An interview assessment or score sheet may
      be used – an example is on the next slide
                  Investigating People at Work 6 -
                              Interviews             9
An interview score sheet




       Investigating People at Work 6 -
                   Interviews             10
    Preparation for an Interview
   INTERVIEWER                           INTERVIEWEE
       Relevant papers – App                  Appropriate dress
        Form, CV, letter at                    Evidence of quals etc
        hand                                   Be on time
       Pleasant interview                     Have knowledge of
        setting                                 organisation
       Job & person                           Personal appearance
        description
                                               YOU NEVER GET A
       Checklist at hand                       SECOND CHANCE
                                                TO MAKE A FIRST
                                                IMPRESSION!

                     Investigating People at Work 6 -
                                 Interviews                             11
      Questioning skills
 Ideally,‘talking split’ between interviewer
  and interviewee should be 20% and 80%
 Interviewer should use open questions to
  encourage candidate to talk (Who, what,
  where, how, why etc)
 Candidate should have chance to ask
  questions about company


                Investigating People at Work 6 -
                            Interviews             12
      Other methods of selection
 Interviewis core of selection process but
 other assessment methods may also be
 used, including:-
     Psychometric testing – assesses personality,
      motivation, stress-handling and teamwork
      potential
     Work trial – frequently used in selecting
      teachers (trial lesson)
     Specialist aptitude methods (aircrew, Armed
      Forces)
                  Investigating People at Work 6 -
                              Interviews             13
             Post interview
 Some organisations (e.g. schools) make a
  decision immediately after the interview(s) &
  make an offer on the same day
 Others will analyse all the interviews and
  supporting documents and announce a decision
  by post, phone or email within a few days
 No appointment may be made if no candidate
  meets the requirements
 Sometimes feedback is given to unsuccessful
  candidates by phone

                Investigating People at Work 6 -
                            Interviews             14
          Pre-Activity Video
 You  are now going to view a 15 minute
  video based on a Business Studies lesson
  on the topic of interviewing at Brighouse
  High School.
 Your practical interview exercise uses the
  same setting so watch carefully and take
  on board the points that come out of the
  programme

               Investigating People at Work 6 -
                           Interviews             15
                           Activity
   You will be divided into teams               You have in front of you an
    of 4 for these roles:-                        information pack consisting of:-
        Interviewers (2/3)                          The Selection process
        Candidate (interviewee)                     An application letter
        Observer                                     template
   The interview is for a business                  A job description for the
    studies teacher at Brighouse                      post
    High School                                      A job specification form
   Candidates should imagine                        A candidate interview form
    they have a degree in
    business studies and this is a                   Mock interview questions
    career move after 3 yrs in their                 Tips for interviewees
    1st appointment                                  3 examples of job adverts
                                                      for this type of post


                            Investigating People at Work 6 -
                                        Interviews                              16
    Evaluating Recruitment and
             Selection
   Recruiting and selection is costly and time-
    consuming so it is vital that:-
      Job specifications are accurate

      Advertisements are carefully drafted

      Applicants are matched to task

      Interview procedures are constantly
       reviewed
      References are carefully scrutinised

 GETTING  THE WRONG PERSON CAN
    HAVE SERIOUS CONSEQUENCES!

                   Investigating People at Work 6 -
                               Interviews             17
                  Lesson Objectives
   In this lesson we :-
       Looked at different types of interviews
       Looked at the job interview and its structure
       Discussed interview score sheets
       Looked at the interview itself including:-
         •   Structure
         •   Questioning skills
         •   Exit interviews
         •   The use of score sheets
         •   Questioning skills
         •   Other types of interview
         •   The need for feedback
         •   Post interview procedures

                          Investigating People at Work 6 -
                                      Interviews             18

				
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