By:

Eng. Amr M.Helal

PART 1 :
 What is an interview?
 Objectives of an interview
 Benefits of an interview
 Types of interviews
 Interviewing process
PART 2 :
 Setting criteria
 Questioning techniques
 Extreme cases “Characters-Questions”
 Magic wands
 Do’s & Do not’s
 What is an interview?
 Objectives of an interview
 Benefits of an interview
 Types of interviews
 Interviewing process
 Interview is a two way process between
the Interviewer and the Interviewee
(Candidate)
 Recorded or documented by taking notes
 It has a direction and a purpose
 The focus is on the candidate
 The interviewer is trying to assess the
candidate for the position suitability
 To find out some one fitting the required
criteria
 To collect information or data
 To discuss a topic, trend or product
 To make people laugh, think, cry or call
them to action…Something else
 For the organization
 Opportunity to show organization’s
image
 For the interviewer
 Educate & Entertain
 Opportunity to apply all kinds of skills
(communication, presentation, decision
making, problem solving, dealing with
different types of peoples….)
 Phone interview
Screening / Group interview
One to one interview
Panel interview
 Structured interview
Unstructured interview
 Stress interview
Behavioral interview
Written test (Technical, Language, IQ …..)
Presentation
 Preparation before interview
 Starting the interview
 Ice breaking
 Gathering information
 Ending the interview
 Set interview objectives
 Set the required criteria
 Prepare the set of questions & the answer
sheet
 Collect data about the candidate
Study the resume of the candidate
Collect feedback about him
Face Book, Twitter, LinkedIn profile … !!
 Welcoming
 Introduce yourself
 Tell the candidate duration, rules,
language of the interview
 Be sure he understands
 Get your guest relaxed
 Be friendly
 Introduce yourself
 Ask the candidate to introduce himself
 Let him talk about himself till he get
relaxed
 General knowledge questions (if needed)
 Start with a question that you know he
can answer
 Start asking the easy questions
 Maintain the flow in your questions
 Listen to him very carefully
 Write his answers in the answer sheet
 The next question should be a part of the
last answer
 His answers must cover all your criteria
 Close the interview with a light question
 Ask him if he have any questions
 Ask him if he want to talk about any thing
else
 Tell him when the result will be
announced
 Explain how the selection process is fair
 Wish the candidate good luck
 Setting criteria
 Questioning techniques
 Extreme cases “Characters-Questions”
 Magic wands
 Do’s & Do not’s
 Definition
It’s the summing up of the target market
in a simple and brief words
 Why
To make an effective and easier
interviewing and selection processes
 Interviewer should vary the questioning
technique according to the goals of the
interview
 The best interviewers use some
combination of the following techniques
as the situation demands :
 The most commonly ineffective questions.
“Can you work under pressure?”
 Only “Yes” and “No” are the possible answers.
 Would be appropriate and useful when looking
for a commitment from the individual.
“Can you start on Monday?”
 Help the interviewer in verifying information.
“Did you applied for this position before?”
 Used as preparation for a series of questions.
 Yield better results than close-ended.
 Require an explanation.
“How do you succeed in working under
pressure?”
 Preferable because it requires the
candidate to speak while the interviewer
listens.
“Tell me about a time . . .”
“Describe a situation where . . .”
 Based on the principle that past behavior
is the best predictor of future
performance.
 Require specific examples of past
behavior & start conversation.
“Share with me an experience when . . .”
“Give me an example of . . .”
 The mentioned situation should be CAR
(Context, Action, Result)
 Interviewers often assume that a
candidate who is strong in one area is
equally impressive in all areas. This is not
always right.
 To avoid this assumption, an interviewer
may ask the following question:
“Please offer an example of an aspect in
this area where you struggled.”
 Help the interviewer maintain control of
the conversation & move the interview
forward.
 When a candidate begins to stray from the
topic of the question, the interviewer can
easily interject with a reflexive question
“With time so short, I think it would be
valuable to move onto another area,
don’t you?”
 The interviewer mirrors or paraphrases a
key statement made by the candidate and
then remains silent while offering positive
reinforcement through body language.
 Used to fully understand a candidate’s
answer and gain detailed explanation.
“Whenever you arrive two hours early
for work, you then leave work two hours
early to compensate yourself for your
time?”
 Manipulation by the interviewer.
 Require the interviewee to decide
between equally unsuitable options.
“Which do you think is the lesser evil,
embezzlement or forgery?”
 This allows the interviewer to probe the
interviewee’s decision-making
approaches.
 Tensioned-Stressed
 Aggressive-Attacking
 Rude
 Mr. Silent
 Mr. Mouth
 Showy-Arrogant
 Non ethical model
 Lying-Fake
 Trying to control the interview
 What are such silly-stupid questions?
 What is this organization?
 How this organization would benefit me?
 Am I accepted or rejected?
 Could you tell me your feedback?
 How did you become a head?!!
 What do you mean by HR?
 Do you know the answer of this question?!!
 What was the answer?
 Always remember that you are
the only one who must have the
POWER during the interview &
that you represent your
Organization
 Be confident
 Be prepared
 Interview is more than a conversation
 Diverge to interesting areas if you can
keep controlling the flow
 Check environment
 Get your guest relaxed
 Let the guest talk & listen carefully
 Build trust
 Throw every thing out the window if
something comes up
 Interview should flow like a wave
 Drive the interview where you want
 Make the interview become good experience
 Good questioning structure
 Take care of your motions
 Care about your appearance
 Be fair
 Show interest through tonality, facial
expressions or side comments
 Close the interview with a good note
 Dig deep
 If the candidate dose not answer a
question, go to the next one. Do not keep
on stressing on the question till he answer
 Let him vent if he has to get something off
his mind
 You have a responsibility to represent the
candidate accurately in the selection
phase
 You must take notes on what the
candidate say, do not say “I will remember
what he said when it comes to the
selection process”
 Act naturally
 No much “umm, ahh…” when you ask
 No “mm, hmm…” when the guest speak
 Do not use simple nods or shakes of the
head, thumbs up, excited or shrink
 Fidget, twirl your hair, move around your
seat, go defensive or cross your arms
 Do not be afraid
 Do not repeat a question you already
asked before
 Do not talk about religion, politics, sports
 Do not get biased about the looks of the
candidate
 Do not ask delicate or embarrassing
questions especially to lady candidate
 If the candidate is over sad or happy, do
not hurt his feelings
 Do not advise the candidate. He has not
come for interview to hear your advice
 No debates
 Never show your satisfaction or
dissatisfaction to the candidate
 Do not run out of time
 Do not be nervous
 Try not to tell your opinion
 Do not forget selection criteria
 Do not evaluate body language
 Do not make the candidate feel stupid if
he did not know some answers so that he
loose confidence
 Do not boast about your past
achievements . He will not be interested
to know
 Do not let any external disturbance
interrupts you
Get your self Confident and be
READY for your first interview
after some PRACTICE
 http://hr.ou.edu/managers/Interviewguid
e.asp
 http://www.cv-
service.org/interview_questions_skills.ht
ml
 http://www.jobinterviewquestions.org/
 http://www.job-interview.net/
For any Clarification or Feedback,
Feel free to contact
E-mail: eng.amr.helal@gmail.com