安捷伦公司的面试指导手册

LOGOInterviewingTechniquesInterviewingTechniquesHints&TipsObjectivesAnInterviewisa2-wayprocesstomeetthefollowingobjectives:

Agilent’sassessmentofcandidate

Candidate’sassessmentofAgilentResponsibilityYouareresponsibleforDECIDINGwhetherornotthecandidatebecomesanAGILENTEMPLOYEE-youneedtogetitright!YourepresentAgilenttothecandidate.YouneedtopresentyourselfconsistentwithAgilentvalues&policies.AsHiringManageryoumustproduceasummaryreportoftheinterview.Thecandidatehasalegalrighttoviewthereport.(suggestusingthe‘scorecard’

)PreparationRememberthecandidatehasalreadybeenthroughascreeningprocess -buildonwhatyoualreadyknowReviewyourESSENTIALrequirementsforthejob,assesshowwellthecandidatealreadymeetstheserequirements.ChooseStructureandFormatfocusedonfillinginyourgapsinknowledgeaboutthecandidate.Startwiththeassumptionthatthecandidatewillbehired.LookforevidencethatsupportsthisassumptionIdentifyrisksagainstassumptions.PreInterviewBriefingSessionDiscusscandidatewith3rdPartypriortointerviewSalarydetails&expectations

-RedFlags(Highlightedconcernareasorissuesthatmayneedfurtherclarification) -Whatwillittaketogetthiscandidateonboard? -Candidate’sconcernsIfsalaryisapotentialissue,discusswithSectionManagerandpossiblyHRifrelocationisafactor–priortointerview-understandyourdegreesoffreedom

.Structureandfocusinterview&Teamtoexplorekeyareas-don’twastetimegoingoverwhatyoualreadyknowInterviewFormatIntroduction-explainobjectives,format×calesAbilityworkexperiencesession-Mgr+EngineerAbilityskillssession-Engineer+MgrMotivation+FitSession+CandidateNeeds-MgrTour/Break-usesomeoneoutwithInterviewGroupAssessmentSession-InterviewTeamBenefitsSession-HRorMgrIfundecidedafterassessmentsession,scheduleadditionalinterviewsessionsTimeScheduleQuestionsAgilentAssessCandidateThisisassessedonthreemainareas:Ability-todothejobnow&futurepotentialMotivationforJob/AgilentManageability-“Fit”AbilityAssessmentAbilityconsistsof:Skills–WhichareLearnedExperience–WhichisGainedTalent–WhichisHowThey’re‘Wired’ Cannotbechanged!

TalentDRIVESMOTIVATION

andPERFORMANCEAssessingAbility-SKILLSAssessingAbility-ExperienceUsediscussivequestionsonrecentwork/projectexperienceAskforSPECIFICEXAMPLESthatfocuson: –ResultsAchieved/PersonalContributionIndividualResponsibilityLevelofbusiness/projectunderstandingLevelofPersonalDecisionMakingEnvironment–Technology,teamsize,Projecttimescale,designscope&scale,qualityprocesses,tools.Note:

Matchlevelofexperiencetoourjobneedsintermsofcomplexity/scale,levelofresponsibility,technology.

YOUcontroltheinterview-makesuretimeisn’twastedonirrelevantdetail.Movecandidateonwhennecessary.FocusonIndividualsspecificexperienceAssessingTalentShouldbesearchedforthroughoutinterviewprocessRecognisewhatcausesthemto‘LightUp’Whatdotheyspeakpassionatelyabout?ConsistentthemesthroughoutcareerAskwhattheirstrengthsandweaknessesareWhatdotheyenjoydoing&whatdon’ttheyenjoyandwhy?Note:TalentisanindicatorofPOTENTIALabilitytoLEARNtodothejobwell.MotivationAspirations&GoalsImmediate&longTermLookforevidenceofworkingtowardsthemSearchforkeydriverse.g.DoesthecandidatewanttoworkforacompanylikeAgilent?AskWhy?ExploreinDepthNote:CanAgilentDeliveronCandidatesPrimaryDrivers?IfNOT,weneedtobehonestwiththecandidate,butSELLwhatwecanprovide.Manageability-FitAssessCandidatesAbilitytoTakedirection-levelofexpected/requiredsupervisionWorkwithinateamUseinitiative,SelfstarterUseBehaviouralQuestionsPreviousbehaviourstrongindicatoroffuturebehaviourAskforspecificexamplesfocusingontheindividualsactionsAvoidlookingforclonesofyourself&colleagues-bediverse!DecisionMakingIdentifyEssentialrequirements-scoreevidenceofexistencefitatendofeachinterviewsessionHaveAssessmentSessiontodiscuss/scoreallfactorsaffectinghiringdecisionIncludeTalent&PotentialEstimatesIdentifyanyhiringrisks–reasonswhynottohirethecandidate?CandidateNeedsPartwhencandidateassessesAgilent-FitSessionUnderstandtheirneeds(linkedtomotivationsection)JobContentWeneedtobeopenandhonestaboutthejobcontentGoals&CareerProgressionCantheyreachtheirgoalsatAgilentHowquickcantheydevelopandagainisthissomethingthatAgilentcanoffer(EmployerofChoice)GeneraliseRegardingsalaryandbenefits (DONOTDISCUSSSPECIFICSFORCANDIDATES)Note:QualifytheirneedsandsellthemBackClosinganInterviewMakesuretheyareclearabouttheroleandyourexpectationofthemAskthemiftheyhaveanyconcernsatthismomentintimeRevisitanyareasofremaininguncertaintyIfyoufeelthecandidateisahi