5 Responses

1. Interview techniques
   Give us as call on 01344-382015.
   We do provide councelling in this field and may give you some pointers

2. Interview Techniques
   For many years I interviewed people, mainly on the recruitment side. Then I was lucky enough to attend a course run by the Manchester Business School with the emphasis on Episodic Memory. Sounds complicated- it takes practice but it certainly ensures that the people you interview today don’t give you major surprises later.
   ps The downside is that it helped me to get a divorce ! Give me a call or email

3. Behavioural Event Strategy
   Similar to problem solving method. Sometimes referred to as Patterned Behaviour Description Interview. The focus is on the candidate’s past behaviour and performance which is a more reliable way of predicting future performance than asking interviewees what they wuold do in a certain situation. It provides opportunities for ‘opening up’ the candidate and providers interviewer’s with opportunities to probe! Questions seek to focus the candidate’s attention on critical incidents from his or her past. In so doing, the interviewer hopes to hear of occasios when the interviewee has demonstrated those abiities or behaviours that are most relevant to the job for which they are applying. An example might be a job in which decisiveness was seen as a crucial attribute. A behavioural question would then involve asking candidates to describe an occasion when they took a particularly difficult decision or were forced to make an important decision without having as much information as they would like. In putting this question, the interviewer is looking for hard evidence that candidates have acted with sufficient decisiveness in the past. Candidates are asked to describe the background to a situation and explain what they did and why; what their options were; how they decided what to do; and the anticipated and real results of their action. The success of this method is dependent on an indepth job analysis and or competency analysis with a detailed person specification on which the questions can be framed.
   Questioning technique is the open style. ‘Describe an occasion when you have had to ….
   Followed by … why, what (exactly happened; what was your personal contribution), how,
   Examples of these types of questions are given by Jenks and Zevnik (1989).
   Hope this helps

4. Structure your interview
   An approach which have always worked for me is to structure my interview – yes, I also focus on past performance as predictor of future behaviour. I employ a different “icebreaker” for every candidate – I pick up clues from the candidate’s CV.

   Generally the structure I use is:
   * Nicities and formalities (Introduction, parking OK? etc)
   * Tell candidate what your going to do (explain interview structure)
   * You ask questions first.
   — Clarify background (“Where did it all start?”)
   — Ask questions about job competencies.
   — Ask questions to determine if s/he’ll fit into your environment
   * Candidate gets opportunity to ask questions
   * You explain the “road ahead”
   * Close interview.

   This approach has always worked for me.

   Hope this helps

5. Structure your interview
   An approach which have always worked for me is to structure my interview – yes, I also focus on past performance as predictor of future behaviour. I employ a different “icebreaker” for every candidate – I pick up clues from the candidate’s CV.

   Generally the structure I use is:
   * Nicities and formalities (Introduction, parking OK? etc)
   * Tell candidate what your going to do (explain interview structure)
   * You ask questions first.
   — Clarify background (“Where did it all start?”)
   — Ask questions about job competencies.
   — Ask questions to determine if s/he’ll fit into your environment
   * Candidate gets opportunity to ask questions
   * You explain the “road ahead”
   * Close interview.

   This approach has always worked for me.

   Hope this helps