INTERVIEW SKILLS & PLACEMENT

GUIDANCE
A complete job assessments training programme
Contents:

 SLIDE NO-01 : INTRODUCTION TO RECRUITMENT PROCESS

 SLIDE NO-02 : BEFORE INTERVIEW DAY 01

 SLIDE NO-08 : INTERVIEW DO’S

 SLIDE NO-03 : BEFORE INTERVIEW DAY 02

 SLIDE NO-09 : INTERVIEW DONT’S

 SLIDE NO-04 : BEFORE INTERVIEW DAY 03

 SLIDE NO-10 : AFTER INTERVIEW & JOB HUNTING
TECHNIQUE
 SLIDE NO-05 : DURING INTERVIEW DAY 01
 SLIDE NO-11 : PERSONAL INTERVIEW DAY 01

 SLIDE NO-06 : DURING INTERVIEW DAY 02

 SLIDE NO-12 : PERSONAL INTERVIEW DAY 02

 SLIDE NO-07 : DURING INTERVIEW DAY 03

Introduction to Recruitment Process:

 1. Job Order

 2. Identifying the candidate

 3. Interview of candidate

 4. Reference and check

 5. Offer letter
Short Listing:


1. The short-listing process

involves determining which

applicants meet the minimum

key selection criteria to

perform the job satisfactorily .

Short Listing:

1. Using a scoring procedure to

evaluate whether applicants
meet the key selection criteria
or determine ranking for the
next stage of the process.

2. Developing, where possible, a

talent pool (with applicants’
permission) of those who were
not successful for this particular
position, but who may be
suitable for an alternative
position.
Selection Process:

1. interviewing and additional assessment.

2. Interviewing is the most commonly used

selection technique.

3. The key selection criteria arising through

the job analysis should be used to create
the behaviourally-oriented interview
questions.

4. Where a candidate does not meet all

criteria to the required level, the interview
also provides an opportunity for the
organisation to consider the candidate’s
potential to grow into the role.
Reference Check:

1. Reference checks are generally

used to obtain the following
information:

2. Employment dates.

3. Appraisal of an applicant’s claim

against the key selection criteria.

4. Estimates of an applicant’s job

performance capabilities.

5. Employer’s willingness to re-hire

the applicant.
Making a selection decision:

It is common throughout
organisations to make subjective
judgements to assess an applicant’s
suitability to the role.

Best practice is to use a scale (for

example 0-5 with descriptors for each
point of the scale) to rate each
assessment and then combine all
ratings for each assessment activity
for each applicant throughout the
recruitment and selection process to
provide the basis for a decision.
Evaluation:

Evaluation based on the following 

dimensions:

job analysis and key selection criteria.

short-listing.

interviewing and additional assessment.

the process (which includes evaluation of

the selection process).
INTERVIEW PREPARATION :
Before Interview:

1. Study about the company.

2. Understanding the requirement.

3. Introduction to the CV short listing process.

4. CV preparation with qualification, technical skills, knowledge and gained experiences

details.

5. Thoroughly study the CV and memorising every points mentioned in CV with its short
definition, abbreviations and descriptions in terms of knowledge and experience.

6. Do and Don’t before the interview.

Study about company:

Search on Google and collect

the information about the
company.

Read as much as you can

before interview

It will leave good expression

on client telling or asking
about company.
Understanding the requirement:

Check what is the requirement.

Is this requirement suit to you?

How can you do better to full fill

the requirements.
CV Short listing process:

CV Short listing will be on the basis of

Experience

Qualification

Knowledge

Technical skills.

Others.
CV Preparation:

Prepare your CV with details

Qualification

Certification

Experience

Technical skills

Knowledge

Achievements
Thoroughly study the CV:

Go through with every points

mention in CV

Memorize every information

with complete details

Make sure your CV is up to

date.
During the interview:

1) Self introduction in terms of qualification, technical skills, knowledge and gained experiences.

2) A short description of previous work details and gained experiences.

3) Relation between previous work experience and the current applied post.

4) Technical questions preparation based on experience and applied job profile / description.

5) Exploring your technical, personal and interpersonal skills in front of client.

6) Explore your stability for the applied post.

7) Salary negotiation / feedback from interviewee.

Self Introduction:

Short introduction based on

Name

Address

Qualification

Experiences

Area of specialization.
Previous work experience:

Be positive and
confidence while telling
about your previous work
experience.

Tell about the that you

have performed during
employment.
Co-relation of previous work experience:

Tell how your previous

work experience is
related to fulfill the
present requirements in
the organization.
Technical Round:

Candidate skills, knowledge,

duties and responsibility, project
undertaken & trouble shooting
skills.
Exploring your skills:

Tell more about the duties and

responsibilities that you handled
and capable to handle in the
future company.

Mainly focusing on the

requirements of the company.
Exploring your suitability:

•
Be always positive while
answering every question.
•
You have to prove that you’re the
best suit to fulfill this requirements.
Salary Negotiation:

Always say as per the

company norms.
Interview do and don’t:

Interview do's
 Dress appropriately. Extremes in fashion or very casual clothes should generally be
avoided. Look neat and clean.

 Be punctual. Make sure that you are 10 minutes early and if you are going to be
unavoidably detained ring and let them know.

 Express yourself and your views clearly.

 Bring a copy of all relevant documents, so you can refer to them if necessary.

 Listen carefully to the questions and answer clearly and thoughtfully.

 Make eye-contact. Remember to talk to the person (not the top right hand corner of the room or at their
shoes).

 Make sure you fully understand the question and query any point about which you may be doubtful.

 If you are being interviewed by a panel, ensure that you direct your answer to the person who asked the
question, while still including the other interviewers by making brief eye contact.

 Ask questions. Selection is a two way process. They select you, but you also select them.

 Be aware of what your needs are, so as you can assess how well the company can fulfil them.

 Be Confident. Remember that you applied for the position because you thought that you could do it.

 Show enthusiasm for the company and the position.

 Remember that they already like you. Employers don't interview everyone. They only interview those
people who they think have the right skills and experience to succeed in the position. Consequently, in the
interview, you maintain and improve on the positive image that you have already created.
 Make sure that you always present your skills in a positive light. Even when describing your
weaknesses you should always show them what you are doing to rectify it.

 Make sure that you have an idea about where your want to be in the future and can relate the
future goals to your application for the present position. You must be able to answer the question
"Where do want to be in five years time?"
 Interview don'ts
 Don't dress too casually or look untidy.

 Don't make derogatory remarks about past or present employers.

 Don't fidget or twitch, try to control other nervous mannerisms.

 Conversely, don't sit there like a statue. If you feel more comfortable talking with the aid of your hands for
emphasis, then use them, but try not to be too excessive in your gestures.

 Don't interrupt the interviewer before they have finished asking you a question and never finish their sentences
for them.

 Don't Lie. If you have to lie about what you are like or your abilities in order to obtain the job, you are likely to
find yourself in a position that you don't really like and probably one in which you will have problems fulfilling
successfully.
 Don't worry if you answer one question badly. Treat each question individually.

 Remember that if you mess up the second question but answer the next 15 brilliantly they
won't place much emphasis on the second question putting your poor answer down to nerves.

 If however, you get so caught up in chastising yourself for making a mistake, you will
continue to make mistakes, have more problems thinking about your answer and finish feeling
extremely anxious and knowing that you made a mess of the interview.

 Don't talk about salary, holidays or bonuses unless they bring them up.

 Don't answer questions with a simple "yes" or "no". Make sure that you explain your
reasoning fully.

 Don't wear too much perfume or aftershave.

 Don't smoke even if invited to do so.

After Interview:

1) Don’t submit your certificate, passport any other original documents before getting the offer

letter.

2) Read the offer letter carefully and understand the every points mentioned in the offer letter

with the genuine person.

3) Follow the client, consultancy for updates in case not getting the confirmation of selection or

rejections.

4) Ask for time frame, visa, ticket, medical charges, processing charges and mode of payment.

5) Use safe mode of transaction for money, passport and any other original documents
Job hunting techniques:

 Newspaper adds.
 Through reference.

 Online job portal.

 Walking interview and client interview.

 Visit visa – company door steps.

Thanking You....