公司的面试指导手册英文.ppt

1、Interviewing Techniques,Hints & Tips,Objectives,An Interview is a 2-way process to meet the following objectives: Agilents assessment of candidate Candidates assessment of Agilent,Responsibility,You are responsible for DECIDING whether or not the candidate becomes an AGILENT EMPLOYEE - you need to g

2、et it right! You represent Agilent to the candidate. You need to present yourself consistent with Agilent values & policies. As Hiring Manager you must produce a summary report of the interview. The candidate has a legal right to view the report. ( suggest using the scorecard ),Preparation,Remember

3、the candidate has already been through a screening process - build on what you already know Review your ESSENTIAL requirements for the job, assess how well the candidate already meets these requirements. Choose Structure and Format focused on filling in your gaps in knowledge about the candidate. St

4、art with the assumption that the candidate will be hired. Look for evidence that supports this assumption Identify risks against assumptions.,Pre Interview Briefing Session,Discuss candidate with 3rd Party prior to interview Salary details & expectations - Red Flags (Highlighted concern areas or iss

5、ues that may need further clarification) - What will it take to get this candidate on board? - Candidates concerns If salary is a potential issue, discuss with Section Manager and possibly HR if relocation is a factor prior to interview - understand your degrees of freedom . Structure and focus inte

6、rview & Team to explore key areas - dont waste time going over what you already know,Interview Format,Introduction - explain objectives, format & timescales Ability work experience session - Mgr + Engineer Ability skills session - Engineer + Mgr Motivation + Fit Session + Candidate Needs - Mgr Tour

7、/ Break - use someone out with Interview Group Assessment Session - Interview Team Benefits Session - HR or Mgr If undecided after assessment session, schedule additional interview sessions Time Schedule Questions,Agilent Assess Candidate,This is assessed on three main areas: Ability - to do the job

8、 now & future potential Motivation for Job / Agilent Manageability - “Fit”,Ability Assessment,Ability consists of: Skills Which are Learned Experience Which is Gained Talent Which is How Theyre Wired Cannot be changed ! Talent DRIVES MOTIVATION and PERFORMANCE,Assessing Ability - SKILLS,Skills Easie

9、st to assess For Engineering skills use TESTS appropriate to the job For Problem Solving skills: Focus on METHOD rather than answer - logical, pragmatic approach? Note: SKILLS CAN BE LEARNED,Assessing Ability - Experience,Use discussive questions on recent work / project experience Ask for SPECIFIC

10、EXAMPLES that focus on: Results Achieved / Personal Contribution Individual Responsibility Level of business / project understanding Level of Personal Decision Making Environment Technology, team size, Project timescale, design scope & scale, quality processes, tools. Note: Match level of experience

11、 to our job needs in terms of complexity / scale, level of responsibility, technology. YOU control the interview - make sure time isnt wasted on irrelevant detail. Move candidate on when necessary.,Focus on Individuals specific experience,Assessing Talent,Should be searched for throughout interview

12、process Recognise what causes them to Light Up What do they speak passionately about? Consistent themes throughout career Ask what their strengths and weaknesses are What do they enjoy doing & what dont they enjoy and why? Note: Talent is an indicator of POTENTIAL ability to LEARN to do the job well

13、.,Motivation,Aspirations & Goals Immediate & long Term Look for evidence of working towards them Search for key drivers e.g. Does the candidate want to work for a company like Agilent? Ask Why? Explore in Depth Note: Can Agilent Deliver on Candidates Primary Drivers? If NOT, we need to be honest wit

14、h the candidate, but SELL what we can provide.,Manageability - Fit,Assess Candidates Ability to Take direction - level of expected / required supervision Work within a team Use initiative, Self starter Use Behavioural Questions Previous behaviour strong indicator of future behaviour Ask for specific

15、 examples focusing on the individuals actions,Avoid looking for clones of yourself & colleagues - be diverse!,Decision Making,Identify Essential requirements - score evidence of existence fit at end of each interview session Have Assessment Session to discuss /score all factors affecting hiring deci

16、sion Include Talent & Potential Estimates Identify any hiring risks reasons why not to hire the candidate?,Candidate Needs,Part when candidate assesses Agilent - Fit Session Understand their needs ( linked to motivation section ) Job Content We need to be open and honest about the job content Goals

17、& Career Progression Can they reach their goals at Agilent How quick can they develop and again is this something that Agilent can offer (Employer of Choice) Generalise Regarding salary and benefits (DO NOT DISCUSS SPECIFICS FOR CANDIDATES) Note: Qualify their needs and sell them Back,Closing an Interview,Make sure they are clear about the role and your expectation of them Ask them if they have any concerns at this moment in time Revisit any areas of remain