[Audio] This presentation will discuss best practices and tips for successful interviews, aiming to help both experienced and new interviewers. Emphasizing the importance of interviews in the hiring process, the session will cover preparation, question types, candidate assessment techniques, and ensuring a fair process. Participants are encouraged to engage, share experiences, and aim to leave feeling more confident in conducting interviews effectively. Thank you for joining us.. 

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[Audio] This introduces an interview guide for hiring managers, covering key aspects such as preparation, question techniques, candidate assessment, and ensuring fairness. The guide aims to equip hiring managers with the necessary tools to improve their interviewing skills, whether they are experienced or new to the process. It offers valuable insights, strategies, and practical tips to help streamline the interview process and select the best candidates for the organization.. 

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What is expected of you prior to the interview

Arrive on time and to the right location – or log on to Teams

Read the candidate CV and JD, plus the assessment report

Make note of any questions you may want to ask

Take notes during the interview to provide us your feedback on the candidate

TA is there to facilitate and will manage the flow and timings, which will look something like this:

Welcome the candidate and explain how long the interview will take and what will be covered

Introduce everyone in the room by name, title and department

Provide a holistic view of the organisation

Provide an overview of the department and the role the candidate is interviewing for

Move into more  general questions to gain more insights on the candidate's suitability for AMANA

Examples of general questions:  What appealed to you about this position at AMANA? Why do you want to leave your current organization? Please give us an overview of your current department structure and how you fit in Please talk us through your day-to-day activities Questions relating to the assessment results

Do not ask questions about the following:
 Current salary and/or benefits Age Irrelevant questions

Interview Guide – Overview for Hiring Managers

[Audio] The STAR model is a structured approach used in job interviews to effectively answer behavioral interview questions. STAR stands for Situation, Task, Action, and Result. This model helps candidates provide specific examples of their skills and experiences by outlining the context, their role and responsibilities, the actions they took, and the positive outcome achieved. By following the STAR model, interviewees can provide clear and concise responses that highlight their capabilities and accomplishments.. 

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STAR Questions | QuestionPro  Overview
 Set the background and context: “Tell me a time when…” ”When did you…” 
 Describe the challenge and expectations “When faced with multiple deadlines…” ”Give an example of change…” 
 What was achieved and how was it performed? “What did you do and…” ”What steps did you take…” 
 How was it concluded and how was it enacted? “How did it turn out?” ”What was accomplished?” “How did it affect the business?” 
 Questions constructed around each of these models offer the potential for answers that say a lot about a candidate's personality and interpersonal style. It can also give us a deeper understanding of past situations, tasks, actions, and results the applicant has experienced. We prefer to use the STAR model of interview question design which includes the following: Result:  Finally, ask the individual to define the results or outcomes triggered by their actions within the broader context they previously outlined. Situation: Ask the candidate to describe a situation where they used a key behavior or competency. Task:  Invite the applicant to articulate the specific task(s) they had to achieve within the stated situation. Action:  Ask the candidate to clearly convey actions they took in the face of the situation and task at hand.

[Audio] "Measuring EQ" is a topic that focuses on assessing emotional intelligence (EQ) during job interviews. Emotional intelligence is the ability to understand and manage emotions, as well as communicate effectively with others. In the context of interviewing, evaluating a candidate's EQ involves looking at their self-awareness, self-regulation, empathy, and social skills. By measuring EQ, hiring managers can gain insight into a candidate's interpersonal skills, leadership potential, and overall emotional intelligence, which are important factors in determining their fit for a role and the organization.. 

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We can also ask questions to identify emotions within themselves and others along with controlling and adequately managing emotions, to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict.
 Examples of questions related to emotional intelligence that you may want to consider asking include:

How well do you cope with stress and pressure?

How do you handle a day when everything seems to go wrong

How comfortable are you asking for help at work?

What's your method for handling conflict with a co-worker?

The answers you receive can potentially tell you a great deal about how well an individual will fit in with our culture.

How Does Developing Emotional Intelligence Drive High Performance and  Productivity? : Lisa D. Foster, Business Coach  Self-awareness Self-assessment Self confidence  Self control  Transparency  Achievement  Adaptability  Initiative  Optimism Empathy Approachability  Listening skills  Organisational awareness Influence Inspirational Leadership Coach and Mentor Conflict Management Teamwork and collaboration Change catalyst

[Audio] Wrapping up an interview is a crucial part of the process that allows both the interviewer and the candidate to conclude on a positive note and determine next steps. During the wrap-up, the interviewer should summarize key points discussed, allow the candidate to ask any final questions, and provide information on the next steps in the selection process. The interviewer should also thank the candidate for their time and express appreciation for their interest in the position. It is essential to leave a final positive impression on the candidate to ensure a positive candidate experience and maintain a professional relationship regardless of the final hiring decision.. 

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Once we feel we have gathered enough information about the candidate we can give them an opportunity to ask us any questions they may have.

At the end of the interview  TA will wrap up, by telling them if there are any more steps in the process and when they expect to hear back from us.

We will always make sure they are guided to the exit so they do not get lost.

PowerPoint Presentation

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This presentation will discuss best practices and tips for successful interviews
 aiming to help both experienced and new interviewers. Emphasizing the importance of interviews in the hiring process
 the session will cover preparation
 question types
 candidate assessment techniques
 and ensuring a fair process. Participants are encouraged to engage
 share experiences
 and aim to leave feeling more confident in conducting interviews effectively. Thank you for joining us.

avatar

This introduces an interview guide for hiring managers
 covering key aspects such as preparation
 question techniques
 candidate assessment
 and ensuring fairness. The guide aims to equip hiring managers with the necessary tools to improve their interviewing skills
 whether they are experienced or new to the process. It offers valuable insights
 strategies
 and practical tips to help streamline the interview process and select the best candidates for the organization.

The S-T-A-R model is a structured approach used in job interviews to effectively answer behavioral interview questions. S-T-A-R stands for Situation
 Task
 Action
 and Result. This model helps candidates provide specific examples of their skills and experiences by outlining the context
 their role and responsibilities
 the actions they took
 and the positive outcome achieved. By following the S-T-A-R model
 interviewees can provide clear and concise responses that highlight their capabilities and accomplishments.

"Measuring EQ" is a topic that focuses on assessing emotional intelligence (E-Q---) during job interviews. Emotional intelligence is the ability to understand and manage emotions
 as well as communicate effectively with others. In the context of interviewing
 evaluating a candidate's EQ involves looking at their self-awareness
 self-regulation
 empathy
 and social skills. By measuring EQ
 hiring managers can gain insight into a candidate's interpersonal skills
 leadership potential
 and overall emotional intelligence
 which are important factors in determining their fit for a role and the organization.

Wrapping up an interview is a crucial part of the process that allows both the interviewer and the candidate to conclude on a positive note and determine next steps. During the wrap-up
 the interviewer should summarize key points discussed
 allow the candidate to ask any final questions
 and provide information on the next steps in the selection process. The interviewer should also thank the candidate for their time and express appreciation for their interest in the position. It is essential to leave a final positive impression on the candidate to ensure a positive candidate experience and maintain a professional relationship regardless of the final hiring decision.

PowerPoint Presentation

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