Interviewing PowerPoint Presentation

Every company and person has different interviewing techniques. A good interview involves good communication from all parties, and answering and asking good questions. The job interview is one of the significant factors in hiring because so many employers count on the job interview to help determine their best, most qualified candidates.

While the average length of an interview is 40 minutes, 33% of 2000 surveyed bosses indicated they know within the first 90 seconds if they will hire that candidate. How? (MORE) Disqualification ‘tells’ include: being too fashionable/trendy (70%), failure to make eye contact (67%), not being knowledgeable about the company (47%), lack of confidence/smile (38%), bad posture (33%), weak handshake (26%) and crossing arms over chest during interview (21%).

Pre-interview Objectives (Job Descriptions):

• Design job descriptions that identify the qualifications a person needs to do a particular job.
• Utilize the job description as a basis for a structured interview guide.
• Use pre-interview planning formats on which to do your recruitment “homework.”

Interview Objectives (Interview Format, Screening and Listening):

• Screen candidates through effective evaluation of their resumés or job applications.
• Identify the tools that are useful in conducting an interview effectively.
• Interview effectively by listening more and talking less, and by asking useful, legally appropriate questions.

Post-interview Objectives (Final Decisions):

• Make sound hiring decisions based on specific job criteria.

• Learning objectives for this presentation
• Definition/s of interview and interviewing
• Etymology of interview and interviewing
• The Interviewing Process
• Interfering Factors
• 6 pre-interview, interview, and post-interview objectives
• A 4 point process for interviewing
• 4 points on the importance of effective interviewing
• 5 points on preparation and 4 tools for interviews
• 5 points on the importance of job descriptions
• 3 points on the purpose of job descriptions
• 4 steps for creating job descriptions
• 19 points for the various types of Interviews
• 5 points on preparation and 3 points on probing the resume
• 4 points on types of interviews and 4 points on interview ideas
• 6 points on the opening and 8 points on interviewing for what
• 6 points on why interviewers take charge
• 3 points to embrace and 6 types of questions
• 5 points on the sequence of questions and 3 points on permissible questions
• 11 points on prohibited questions
• 11 points on behavioral questions
• 6 points on background questions
• 6 points on job knowledge questions
• 5 points on behaviors and 4 points on goal of a job
• 7 points on observable factors and 16 points on unobservable factors
• 5 points on not priming the pump and 5 offensive words
• 3 points on setting the stage and 10 points on ground rules
• 8 key points, 4 points on a 3-part task statement and 3 practice tips
• 17 points on the team, 7 points on the power interview and 22 steps to success
• 16 points action steps and much more.

OR

• 7 points of Learning objectives
• 3 points of Pre-interview Objectives
  3 points of Interview Objectives
  Post interview objectives
• Definition
  A definition of an interview
• 3 points of Etymology
• 4 points of Point Process – graphic
  7 poimts of the Interviewing Process graphic
• Interactions Between Interviewer & Interviewee
  Why Is It So Important?
• 3 slides of Interfering Factors
• Importance Of Effective Interviews
  The Pre-interview
• 5 points of Preparation
  4 points of Tools
• What is a Job Description?
  2 slides of Job Descriptions Importance
  3 points of Job Descriptions: Purpose
• 3 points of Job Descriptions: List
• 4 points of Job Descriptions: steps
  Graphic
• The Resumé
  3 points of Probing the Resumé
• The Interview:
  9 slides of Types of Interviews
• 10 points of Interview Ideas
• 2 slides of The Opening
• 2 slides of Interviewing For What?
  6 points of Why Interviewers Take Charge
• 3 points of Points To Embrace
  3 points of How Do You Hear?
  The Golden 20% Rule
• The Interview: Questions
  7 points of Types of Questions
  2 slides Sequence of Questions
  3 points of Permissible Questions
  8 points of Prohibited Questions
  2 points of Closed vs. Open Questions
  3 points of Open-Ended Questions
  2 points of Situational Questions
  10 points of Behavioral Questions
  2 points of Ask Job-Related Questions
• 2 points of Behaviors
• Skills and Aptitudes
• Legal Questions
• 3 points of Avoid Leading Questions
• 2 slides of Goal Of A Job
  Interviews For Jobs
  Job Criteria
• Observable vs. Unobservable
  7 points of Observable
  2 slides of Unobservable
• Don’t Prime the Pump
  The Halo Effect
  2 points of Promises, Promises
  Biased Remarks (3 points)
• 5 slides of Offensive Words
• 2 points of the Ground Rules
• 2 points of The Exchange
• 4 points of Don’t Skimp
• 2 points of Active Listening
• 4 points of Probing
• 2 points of Turning the Tables
• 3 points of Summing Up
• 2 points of Post-interview
• 2 points of Write Up the Interview
• 2 slides of Key Points
  4 points of 3-Part Task Statement
• 2 slides of Practice Tips
• 4 points of Indictments
• 2 slides of Key points
• 8 slides of The team
• 7 slides of The Power Interview
• 22 slides of Power Interview - Steps to Success
• 16 points of Actions steps

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8 pages with 78 related terms (sample
terms include): Acceptance Letter, Background Check, Behavioral Interviews, Career Objective, Case Interviews, Compensation Package, Contract Hire, Curriculum Vitae (CV), Declining Letter, Elevator Speech, Follow-Up, Green Circling, Group Interviews, Hidden Job Market, Job Matching, Panel Interview, Red Circling, Salary Negotiation, Screening Interview, Stress Interview, Technical Interview, Under qualified

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