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Suggestions on Interviewing skills
Human Resources » Training & Education

Chrm Message From: donna Total Posts: 53 Join Date: 15/07/2006
Rank: Manager Post Date: 11/06/2011 07:38:22 Points: 265 Location: Afghanistan

Dear Folks,

Need your valuable suggestions and views on Effective Interviewing:

I am planning to conduct a training (internal) on Effective Interviewing, basically a if have any info or PPT or any document which can add value in my training would be appreciable.....

Looking for you help...thanks in advance

Chrm Message From: hr@work Total Posts: 16 Join Date: 15/07/2006  
Rank: Executive Post Date: 11/06/2011 07:40:14 Points: 80 Location: Afghanistan

Dear donna,

If you are a trainer and experienced interviews from both sides - you may not need any ideas or suggestions - just use your experience to steer through the program.

If your participants are all technical experts and as a HR person you are trying to teach them how to take interviews and how to interpret the answers, etc, be aware that they will try to understand the process better and use the training more for their own use as an interviewee (candidate) - than as an interviewer.

Very few technical people intends tolearn such skills in a classroom setting with a HR person on the dias - they attend as you have asked them to. You may try using exercises and process approach to bring live interviews in the training. Try this approach only if you are well prepared and practised these in a training.

If you believe, your HR team is very well qualified or competent to conduct interviews and can train others, verify the perception. During training, your team may expose their weakness and can be ridiculed by technical group.

In a few similar training situation on the subject, I have experienced major difficulties in the typical styles of interviewers and their pathetic communication (read questioning, recording and listening) skills.

The over-confident interviewers - who can predict the outcome in first 10 seconds of the interview - or the HR interviewer, who can predict who is a better candidate by studying the CV or can predict how long the candidate will stay in the organization by observing the body language of the candidate during the interview. Beware of such participants, as they may undermine all your sincere and scientific approaches to nil, by dominating the discussion.

You may also use a few matured interviewer as a reference group in the training - but tell them their roles and reponsibilities in advance.

Hope others will give you the design or outline of the program. If you really need all these, provide more information about you, target group and your business.

Chrm Message From: priyankarai Total Posts: 2 Join Date: 15/07/2006  
Rank: Beginner Post Date: 14/06/2011 06:56:59 Points: 10 Location: Afghanistan

Interviewer needs to be prepared to interview prospective candidate:

Interviews are a process that occurs to determine an individual's qualifications and characteristics for prospective employment. While those being interviewed must be prepared and ready for interviews, it's important that interviewers develop the requisite skills to conduct quality interviews and make sure they hire the proper candidate. The interview process extends both before and after the interview. Interviewers need to ensure that they ask the proper questions and follow up with the candidate's references.


  • Before interviewing a candidate, an interviewer must review an individual's resume. This prepares the interviewer, allows him to ask correct questions and prevents him from coming across as unprepared. Interviewers should come up with a script of questions as a guide to help the interview run smoothly and cover all the interviewing topics. Preparing questions allows the interview to become more personal and offers the interviewee an opportunity to discuss his prior management roles and responsibilities.

Time Management

  • When interviewing a group of management professionals, it's important to ensure that the interviews remain on time. By having poor time management skills, an interviewer can turn off prospective candidates. Keep notes during the interview to prevent repetitive questions and to write down first impressions, positive and negative traits and any other information that can be used as a source for an applicant's candidacy.


  • In order to hire the most successful candidate to manage a company's group of employees, it's important that interviewers contact the references and former employers listed on an applicant's resume. This ensures that a candidate was open and honest about her work experience during the interview. Managers are responsible for leading, managing and motivating employees; former employers and references give interviewers insight about a candidate's personality and character.

Chrm Message From: priyankarai Total Posts: 2 Join Date: 15/07/2006  
Rank: Beginner Post Date: 14/06/2011 07:02:12 Points: 10 Location: Afghanistan
Hi donna,

This might assist u...

Interview skills required

Interview approaches such as behavior-based interviewing are widely used methods for determining a candidate's workplace competence.

Behavioral Interviews

STAR stands for situation or task, action, and results. The STAR approach to interviews is designed to ask candidates to describe a situation or task from their past experience, the actions they took in response, and the results that were achieved in specific instances. STAR is a behavioral technique based on the logic that past behavior predicts future behavior. During STAR interviews, hiring managers should probe further by asking for examples, descriptions and detailed steps that were taken by the interviewee.

Measuring Interview Responses

Hiring managers should develop a rubric for recording a candidate's responses using strategies such as rating responses from highest to lowest on a scale. A rubric is useful for identifying responses that highlight candidates' standard and exceptional competency levels. Combined with the STAR technique, this interview strategy helps hiring managers predict a candidate's potential using an evidence-based approach, and helps to evaluate a candidate's12 core competencies, which include work ethic, problem-solving abilities, tolerance for stress, reliability, integrity and leadership skills


Before developing competency-based interviews, hiring managers and job recruiters must be familiar with the STAR approach and establish an appropriate interview environment. It is the responsibility of hiring managers to classify and evaluate an interviewee's responses in order to make the best hiring decision. This includes developing listening and questioning skills and being able to take effective notes during an interview. Although different types of jobs require specific competencies.

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