公司的面试指导手册(英文).pptVIP

Interviewing Techniques Hints Tips Objectives An Interview is a 2-way process to meet the following objectives: Agilent’s assessment of candidate Candidate’s assessment of Agilent Responsibility Preparation Pre Interview Briefing Session Discuss candidate with 3rd Party prior to interview Salary details expectations - Red Flags (Highlighted concern areas or issues that may need further clarification) - What will it take to get this candidate on board? - Candidate’s concerns If salary is a potential issue, discuss with Section Manager and possibly HR if relocation is a factor – prior to interview - understand your degrees of freedom . Structure and focus interview Team to explore key areas - don’t waste time going over what you already know Interview Format Introduction - explain objectives, format timescales Ability work experience session - Mgr + Engineer Ability skills session - Engineer + Mgr Motivation + Fit Session + Candidate Needs - Mgr Tour / Break - use someone out with Interview Group Assessment Session - Interview Team Benefits Session - HR or Mgr If undecided after assessment session, schedule additional interview sessions Time Schedule Questions Agilent Assess Candidate This is assessed on three main areas: Ability - to do the job now future potential Motivation for Job / Agilent Manageability - “Fit” Ability Assessment Ability consists of: Skills – Which are Learned Experience – Which is Gained Talent – Which is How They’re ‘Wired’ Cannot be changed ! Talent DRIVES MOTIVATION and PERFORMANCE Assessing Ability - SKILLS Skills – Easiest to assess For Engineering skills use TESTS appropriate to the job For Problem Solving skills: Focus on METHOD rather than answer - logical, pragmatic approach? Note: SKILLS CAN BE LEARNED Assessing Ability - Experience Use discussive questions on recent work / project experience Ask for SPECIFIC EXAMPLES that focus on: – Results Achieved