• Selection tools – Psychometric tests, GD

• Elevator pitch – In class activity

• LinkedIn Caselet

• Details of elevator pitch

• Interview formats
INSTRUCTIONS
POLL 1
Elevator Pitch
 Key points to remember

1. Who are you and What do you do?

– Your background,
– What your skills and interests are, etc.
– Your answer should fit the outcome you want.
 
2. Why Should They Care?
– Now you should be bit more specific
– Draw their attention in.
 What are you working on right now or
 What have you accomplished recently?
 What is so unique about you?
3. What Do You Want?

– Your chance to be upfront

– Tell them your objective. 
– Why are you in this conversation to begin with?
Focus on how you deliver..!
• You need to be convincing and memorable.

• Without this, the content won’t matter.

• Sound ambitious

• Sound you are seeking challenging Job

POLL 2
 Basic Features of Interviews
 Information from a person through oral responses
to oral inquiries
• Types of interviews
– Selection interview
– Appraisal interview
– Exit interview
• Interviews formats
– Structured
– Unstructured
 Structured interviews
• The interviewer will not deviate from the interview schedule (except to
clarify the meaning of the question) or probe beyond the answers
received.
• A structured interview is also known as a formal interview (like a job
interview).
Advantages
• Easy to replicate as a fixed set of closed questions are used, which are easy
to quantify – this means it is easy to test for reliability.

• Fairly quick to conduct which means that many interviews can take place
within a short amount of time.
Limitations
• Lack flexibility. This means new questions cannot be asked impromptu (i.e.
during the interview) as an interview schedule must be followed.
ROLE PLAY– STRUCTURED INTERVIEW
 Unstructured interviews
• Do not use any set questions, instead, the interviewer asks open-ended
questions based on a specific job profile, and will try to let the interview
flow like a natural conversation.

• The interviewer modifies his or her questions to suit the candidate's

specific experiences.

• Unstructured interviews are sometimes referred to as ‘discovery

interviews’ and are more like a ‘guided conservation’ than a strict
structured interview.

• They are sometimes called informal interviews.

Advantages
• More flexible as questions can be adapted and changed depending on the
respondents’ answers. The interview can deviate from the interview
schedule.

• Unstructured interviews allows the respondent to talk in some depth,

choosing their own words. This helps the recruiter develop a real sense of
a person’s understanding of a situation.

Limitations
• Time-consuming.
• Employing and training interviewers is expensive.
ROLE PLAY – UNSTRUCTURED INTERVIEW
• Situational interview
Interview Content:would
– How the candidate Typesbehave
of Questions
in a given situation.
(eg. LinkedIn)
• Behavioral interview
– How the candidate reacted to actual situations in the
past.
• Job-related interview
– Relevant past job-related behaviors.
• Stress interview
Interview Content: Types of Questions
– Make the applicant uncomfortable
– Rude questions
– Spot sensitive applicants
– Low or high stress tolerance.
• Puzzle questions
– Unique (“out-of-the-box”) solutions
– How candidates think under pressure.
Common interview errors
• Stereotyping
• “Similar to me”/Affinity bias
• First impression
• Confirmation bias
• Candidate order (contrast error)
• Non verbal behaviour and Impression management
• Not clarifying what the job requires
• Interviewer behaviour
How to avoid the errors

• Awareness and training

• Multiple tests
• Multiple selectors
• Structured interviews with assessment keys
POLL 3