Tips Structured Interview (SI) atau Panduan Temuduga Akhir-akhir ini dapat banyak messages dari sahabat2 bertanyakan

tips untuk structured interview or interview la generally. Actually agak sibuk akhir2 ini, tapi tidak mahu menghampakan orang bertanya, jadi saya postkan di sini, agar dapat menjadi rujukan sahabat2 yang lain. Saya bukanlah bagus sangat, namun inilah sekadar sedikit perkongsian.

Before interview. Make sure dah ready dengan: 1) Pengalaman waktu intern Ini penting untuk pengalaman kita dalam industri. Apa yang boleh kita sumbangkan dan apa pemahaman kita terhadap industri yang kita mahu ceburi. Kemungkinan besar juga ada sumbangan sedara/sedari yang berguna semasa intern yang boleh berikan added value kepada permohonan anda.

2) Final Year Project (FYP) + Engineering Team Project (ETP) Good example how you manage project or task given. How you manage challenges? knowing nothing about something, yet you still can deliver it.

For me, 2 benda ni sangatlah penting dan cukup untuk senjata kita berperang dalam interview ni. Jangan nak cari yang benda2 luar biasa. Just amik apa yang ada pada diri, improvise dan sharpen je. Insya Allah, ada rezeki takkan ke mana. Buat yang terbaik, selebihnya urusan Allah. Structured Interview boleh dibahagikan kepada 3 bahagian: 1) Study Case 2) Competency 3) Role play 1) Study Case Korang akan dapat satu petikan dalam satu muka surat or dua muka surat. Apa yang penting kat sini, fahamkan dan extract key points dari petikan ini. Kat sini time management sangatlah penting. Contohnya korang diberikan masa selama 30 min untuk hadamkan dan analisis petikan tu, selalunya orang akan spend 30 min tu dengan sempurnakan isi2 dia dan baca petikan ulang2 dan sibuk nak amik point banyak2 tanpa ade persediaan untuk deliver dengan flawless. Cara yang terbaik jika diberikan 30 min ialah: 10 min baca dan fahamkan. 10 min tulis point penting. 10 min REHEARSAL n challenge your point. SO bila kite present, kita da yakin n tahu apa nak jawab. Ramai orang kantoi untuk deliver dengan baik sebab takda part rehearsal sebelum present tuh, akhirnya point yang bagus2 tak dapat deliver or elaborate dengan baik, akhirnya message tak sampai, presentation tak menarik, orang pon tak berkenan nak dengar apa yang kita nak sampaikan. Akhirnya,

sampaikan salam boleh balik awal :). So make sure kroang rehearsal dlu before present tuh, for sure la korang boleh punye. Korang ni kan hebat2.

2) Competency Part ni lebih kepada nak tahu character or pengalaman kita handle masalah. Contohnya good problem solver ke. Just pick la pape event or experience korang yg menunjukkan character yang diperlukan tu. Please elaborate something yang korang pernah buat n logik, bukannya mereka-reka benda yang korang tak pernah buat, sebab benda ni nak tahu korang pernah buat or tak n macam mana je. Bukan nak tengok kehebaran korang kelentong. For example, dia mintak korang tunjukkan character korang ni good problem solver. So apa susah? Just amikla satu masalah masa buat FYP ke, masa intern ke, yang korang selesaikan. Takpon masalah dalam leadership ke, i)Tunjukkan apa masalahnya, ii) Cara penyelesaiannya iii) Kesan/ impak

3) Role Play Part ni korang akan dapat la kad untuk role play tu. Dia akan bagitahu apa role korang. PAHAMKAN betul2 apa role tu. Kalau role sebagai sales manager/ marketing manager, imagine betul2 situasi tu, janganlah sales manager, tapi gaya respon mcm pembeli je. Untuk part ni, korang tackle ROOT cause setiap masalah yang diberikan dan BUKANNYa main kasik je punca masalah yang BUKAN signifikan/ penting terhadap masalah yang melanda. Diorang akan provoke, bakar dan attack korang untuk tengok kredibiliti korang untuk role yg dimainkan korang. Yang paling penting kat sini janganlah kelam kabut gundah gulana, Tenang je jawab soalan2 tu dengan sentimen untuk membantu secara bersunguh-sungguh. Tunjukkan passion dalam nak selesaikan masalah tu dan bukan semata-mata berikan penyelesaian. Kalau tak mampu, kita tanak dengar perkataaan tak mampu tu, tapi kita nak tahu macam mana anda akan berushaa untuk mampukan, give a duration or target, we dont want people just keep talking without facts n figures. This is for executives position, NOT a non executive position. So treat it 'executively'. Begitulah seimbas lalu, apa yang dapat dikongsi dalam masa terhad yang ada dengan komitmen pada kerja. Harap sedikit sebanyak dapat membantu sedara-sedari. Good Luck untuk pencarian kerja sedari. Terima kasih. Interviewed Apr 2012 in Kuala Lumpur (Malaysia) (took a day) PETRONAS Structured Interview (SI) The structured interview comprises of 4 different sections: i) One on One Interview ii) Case Study iii) Role Play Session iv) Competency Behavioral Interview

1. Ice-breaking Session This is just a normal ice-breaking session to ensure you confortable with the session. Get ready with the following questions : a) Family /education background b) Brief summary of your working experience, if any. c) Your strengths and weaknesses? "Don't take this literally and go into a detailed explanation of your weaknesses, taking a potential weakness and putting a positive spin on it." A: "I am very detail-oriented and in some industries that may not be a good fit. But for this accounting position, I think this trait truly will help me excel." "In my last position, I wasn't able to develop my public-speaking skills. I'd really like to be able to work in a place that will help me get better at giving presentations and talking in front of others." d) Your best achievement? a) Introduce yourself (5-10 minutes) (Studies, abilities, qualities & etc) a quick rundown of your qualifications and experience. Talk about your education, work history, recent career experience and future goals. b) What is your interest? (Provide a reasonable elaboration) c) Your strengths (Some points on which you could support your answer could be honesty, leadership, tech savvy, confident, good communication skills, positive attitude, motivational and inspirational leader etc.) Weaknesses (Tell your weakness but also tell what you are doing to over come it. Never say I can not do this. Instead say, I have never done this but I am eager to learn and am sure if our company needs it I will do it.) Never say your company or what would be my position in your company, use our company. Some HR people might ask you why you are saying our before selection then do say its because I am confident that I am the best person for this vacancy. d) Your best achievement? (Elaborate based on your past experience) e) How do you pick yourself up after a bad experience/facing a failure? f) (Elaborate based on your past experience) g) How do you handle a conflict? h) (Elaborate based on your past experience) i) How do you find your leadership? j) Have you encountered a situation where you are required to lead a group of subordinates? (Elaborate based on your past experience) k) Have you encountered a situation in which your integrity being challenged? What did you do? (Elaborate based on your past experience) l) What and how you can contribute/add value to PETRONAS? m) What do you look in your career? n) Why do you think you suit this position? o) What are your strength and weaknesses? p) Tell me about your experience especially after five years you studying in university? q) five minutes, tell something about yourself but nothing to do with your job Duration: +/- 10 minutes or so 2. Case Study

You will be given an article from POTENTIA as a case study. The objective of this session is to see how you think and what you know ! Dont worry so much on the topic as most of it is a general topic/knowledge. If you read a lot, will help you better in the session. What you need to do ? Dont panic, read the article carefully line by line and try to understand the whole story and try to highlight some key elements for discussion later. You are allowed to jot down your key points in a A4 paper given by the interview administrator. Your notes will later be collected by the interview administrator. You will be asked to discuss the case study from various point of views i.e. Key elements (why do you choose that as key elements?), wider implications, main problems, suggested solutions & the benefits. Topics: a) PEOPLE Strategy b) Corporate Finance c) Product Change d) Tourism e) Costly Mistakes f) Home Schooling g) Pollution h) Market Share i) ICT j) Nanotechnology k) Integrity l) Asylum m) Corporate Growth n) Value Profile o) Global Warming p) Publicity and Privacy q) sub contract r) Company Merging s) R&D 3. Competency Behavioral Interview Behavioral interviewing is interviewing based on discovering how the interviewee acted in specific employment related situations. The logic is that how the interviewee behaved in the past will predict how he/she will behave in the future, whereby this interviewing technique believes that past performance does predict future performance. Some of the questions that they might asked : How you handle conflicts How you manage a team Duration: +/- 15 minutes or so 4. Role Play You will be asked to do a role play together with the interviewer. There will be three separate cards which represent three different situations i.e. (Manager vs. Staff rep, Manager vs Teacher & etc). The interviewer (staff representative) will try to provoke you (manager) with various arguments. You will have to stand up for your principle and at the same time maintain the professionalism. The whole idea of this exercise is to examine your sense of empathy, integrity as well as professionalism. In role play the interviewers will see how you progress with each card. The new card demand thougher

role play than the previous one. Should you handle well he will pass you another card. It indicates good progress. However sometimes the interviewers could not see clear indication how the candidates stand and he will pass on to a new card to see how the candidate handle it and compare it with his view on the previous card. Be confident and have an open mind. View each situation considering all angles, ie the business that you in charged, environment ,the staff, people affected by the business and finally the nation and the world. Interview Questions If you are the plant manager, how would you deal with the safety officer if there is a accident in ur plant? Assessor will act as the safety officer, and you are the plant manager.