Employment interviews

& Induction

Tuesday, November 17, 2009

Employment Interviews
• Exchange of information between an
employer and a potential employee
• Employers  determine if you are
qualified for their open position
• Potential employee  gather information
about the job and the organization
• Two way flow of communication
• Make your resume come alive

Tuesday, November 17, 2009

Types of interviews
• Structured Interview
– Looking for information in a particular area of
interest to the company
– Specific interviewing questions, prepared in
advance
• Targeted Interview
– Similar to the structured interview
– Specific areas/topics are to be covered

Specific
skills
Tuesday, November 17, 2009
Subject
• Unstructured Interview
– Idea of what type of person would best fit the
available job
– does not have a prepared list of questions to
guide the interview.

Tuesday, November 17, 2009

• Stress Interview
– Intentionally try to upset the applicant
– See how they react under pressure
– Uncomfortable questions may be asked
– Interrupted while speaking

Ability to
Tuesday, November 17, 2009 handle
• Behavioral Interview - more pointed, more probing and
more specific
– Give an example of an occasion when you used logic to solve a
problem.
– Give an example of a goal you reached and tell me how you achieved
it.
– Describe a decision you made that was unpopular and how you
handled implementing it.

A specific situation
The tasks that
needed to be done
The action you
Tuesday, November 17, 2009
• Lunch/ Dinner Interview - more stressful,
evaluate their social skills and to see if they
can handle themselves gracefully under
pressure.

Communic
ation
Interperso
Tuesday, November 17, 2009 nal skills
• Group Interview/ panel interview
– Each job applicant is interviewed by multiple
interviewers or a panel
– A group of applicants for the same position
are interviewed together
– Comparative evaluation

Appearance/
Presentation
Interaction with
group
Tuesday, November 17, 2009 Communication
• Phone Interview
– Identify and recruit candidates for employment.
– Screen candidates in order to narrow the pool of
applicants
– Usually followed by an in-person interview
– Minimize the expenses, ideal for out-of-town
candidates.
• Video Job Interviews
– Next step in the online recruiting process for many
recruiters
– Quick
– Save on costs
– Mitigates the flaws of telephone interviews

Tuesday, November 17, 2009

Tuesday, November 17, 2009
Other aspects of employment
interview

• Critical skills
• Applicant research
• Selecting the right candidate
• Behavioral interviewing
• Closing the interview
• Note taking
• Team interviewing

Tuesday, November 17, 2009

Legal aspects of employment
interview
• Federal regulations
– The Civil Rights Act of 1964 (Title VII)
– The Age Discrimination in Employment Act
of 1967 (ADEA)
– The Americans with Disabilities Act of
1990 (ADA)
– The Uniformed Services Employment
Reemployment Rights Act of 1994
(USERRA)
– The Immigration Reform and Control Act

Tuesday, November 17, 2009

Induction

Tuesday, November 17, 2009

Tuesday, November 17, 2009
 http://www.youtube.com/watch?v=B-uAERqc7n4

Interview with Ramachandran Narayanaswamy, Vice President

and Head of Chennai Operations, MindTree Ltd
(www.mindtree.com), November 27, 2008, 1 pm

Tuesday, November 17, 2009

Definition
Planned introduction of employees to their jobs, their co-
workers and the organisation.

It is designed to provide a new employee with

the information that he/she needs to function
comfortably and effectively in the organisation.

Tuesday, November 17, 2009

Information conveyed by an
Induction
• General information of the daily work routine
• A review of the organisation’s history, objectives,
operations and products or services, as well as how
the employee’s job contributes to the organisation’s
needs.
• A detailed presentation of the organisation’s policies,
work rules and employee benefits

Tuesday, November 17, 2009

Purpose/Objectives
• To make the new employees feel ‘at
home’ in the new environment.
• Reduce the anxiety
• Expose new employees to all areas of the
organisation
• To minimise the ‘reality shock’

Tuesday, November 17, 2009

What should an Induction
program do?
• Establish rapport
• Introduce the organisational culture
• Outline the organisational vision and mission
• Clarify job role and responsibilities
• Familiarise employees with conditions of employment, facilities
and amenities, policies and procedures, whilst avoiding
information overload
• Obtain feedback on the effectiveness of the induction program

Tuesday, November 17, 2009

Types of induction program
• Formal Vs Informal
• Individual Vs Collective
• Fixed Vs Variable time-period
• Serial Vs Disjunctive
• Investiture Vs Divestiture

Tuesday, November 17, 2009

Requisites of an effective
induction program
• Prepare for new employees
• Determine the information that the new
employees want to know
• Determine how to present information
• Completion of paper work

Tuesday, November 17, 2009

Problems
• Busy or untrained supervisors
• Too much of information… employee may not cope up
• The induction program fails if the employee is
misplaced
• Too many forms
• Menial tasks
• Employee is asked to perform tasks where there are
high chances of failure
• ‘Trial by Fire’

Tuesday, November 17, 2009

Tuesday, November 17, 2009