Program On Behavioural Interviewing Skills: Jumio India

Welcome
To
Program on
Behavioural Interviewing Skills
Jumio india
28th August 2019
ROLE PLAY -1
Observer’s Role
• Observe – Don’t Judge
• Take Notes
• Be objective and Specific
• No long winded stories
• No sweeping statements
• Be constructive
•
“People Are Greatest Assets”
We hire people for their skills and fire for their attitude
When A person says, “ I can’t work”

•He does not know how to do it.
•He does not want to work
Value Issue Attitude Issue

What Competency means?
KNOWLEDGE SKILLS ATTITUDE
SELECTOR
Competencies Needed for an Effective Selector
Attitude: Knowledge: Skills:

Look for Best Fit and NOT Job Description Observation,
the Best Person Job Specifications Listening,
Assertive but Non- Job Competencies Asking Questions
Aggressive
Company Information Reasoning and
Non-Prejudiced Analytical Ability
(Halo/Stereotypes etc.), Selection Techniques
Job Market Scenario Planning Ability
Clarity of Thoughts
Patience
People Like People Like
Them
It’s a Routine Job – Low
Priority
Competency based Interview
Panel Interview
Phases of an Interview
Welcome Phase:
Welcome
Ask some comforting questions
Don’t ask “Tell me something about yourself” kind of questions.
Keep observing candidate’s body language, and maintain warm
eye contact
Main Probing Phase to check the competencies:
Competency based questions
Use STAR technique
Probe Important Areas
Closing Phase: Ask to Ask, Close Warmly With Thanks

What is a competency-based interview?
Competency-based questions are designed to allow candidate to talk;

they are open and interviewer knows about a real-life challenge that
candidate faced.
STAR TECHNIQUE
S – Situations they were involved
T - Tasks they were assigned or took
A - Actions – specific actions they took to handle situation/ achieve
tasks
R - Results – they achieved.
Some example questions
• SITUATION:
Describe the situation that you were in or the task that you needed to
accomplish?
• TASK:
What goal/objectives were you working toward?
• ACTION:
Describe the actions you took to handle the situation in detail and keep the
focus on YOU.
• RESULTS:
Describe the outcome/result of your actions. What happened? How did the
event end? What did you accomplish? What did you learn?
Learning Orientation
“Makes constant and conscious efforts to develop knowledge and skills. Actively
explores and discovers avenues for personal development. Applies one’s learning to
get the best results.”
The various sub dimensions are:
• Strives for self-development
• Identifies opportunities and tries new things.
• Applies new learning in different situations.
Some Sample Questions
• In last one year, what new things /courses you have learnt or explored?
• What is your hobby? Check the depth of his knowledge in that area
• What new learning you have acquired in that regard?
Commitment/ Sense of Responsibility
Accepts full responsibility for self and contribution as a team member.
• Feels responsible for own actions.
• Takes care of his own matters. Doesn't make excuses or blames others for his failures.
• Demonstrates a commitment to delivering on his/her public duty.
• Doesn't put things off.
• Achieving desired results, both at work and in personal life.
• Organizes time effectively.
Some Sample questions:
• What kind of co-curricular activities you have participated in your school and college days?
• What was your contribution to that event?
• How you organised everything?
Listening
• Is not Fidgeting
• Listening carefully
• Nodding head & eye contact
• Paraphrasing (when required)
• Showing interested while others are speaking
• Consider other view while presenting own
• Ask question for clarification once the speaker is
done.
• No Interruption
Interpersonal Skills
•Active involvement in LGD
•Addresses people to give them a welcome note.
•Sensitive to the feelings of others
•Looks for common ground and builds his point of view
•Gives due recognition to other and give chance who are less
vocal
•Offer his help and support
•Shows openness to ideas
•Listens properly
Initiative
•Doing things without being told; go beyond expectations in
assignment and task, or job description without being asked.
•Find out ways to gather information.
•Keep going when things get tough.
•Spot and take advantage of opportunities that others pass by
•Take an Action on Situation ,instead of reacting, at work
Art of Asking Questions
Types of Questions
OPEN CLOSE
Give Information Give Confirmation/ denial
1. OPEN NEUTRAL QUESTIONS LIKELY TO GIVE LONG UN-INFLUENCED ANSWERS E.G.

WHAT ARE YOUR ACHIEVEMENTS?
2. OPEN LEADING QUESTIONS LIKELY TO GIVE LONG INFLUENCED ANSWERS E.G. WHAT
ARE YOUR SPECIFIC ACHIEVEMENTS IN SPORTS?
3. OPEN QUESTIONS START WITH WHY, WHAT, WHEN, WHO, WHERE, AND HOW. SOME
TIMES – PLEASE TELL ME/ SHARE WITH ME ETC.
4. CLOSE QUESTIONS LIKELY TO GIVE SHORT INFLUENCED ANSWERS IN YES OR NO LIKE DO
YOU STILL PLAY COMPETITIVE CRICKET?
5. CLOSE QUESTIONS START WITH DO, DON’T, ARE, IS, CAN, HAVE ETC.
Funnel Technique
Potential Associate is here. How do we get maximum information from him

1. Enthuse the person to give information

2. Ask open neutral question to get unbiased
information

3. Ask open leading question to explore more deeply

4. Ask closed question to pin point precise answer
5. Summaries to gain clarity/ acceptance of the person

Response Generators
In what way?
Can you please give me an example?
What else?
How so?
Please tell me more.
Can you say that in a different way?
Oh?
Achha?
The word that you used now has so many different
meanings. What does it mean to you?
Asking Questions in Interview:
One question at a time

No obvious questions/ Avoid avoidable questions
Not too personal or intimate questions
Phrase question before speaking
Common Mistakes:
Reading resume during interview – poor preparation
Too much talking by Interviewer: 20/80 Ratio
Sequencing of the questions
Taking too much time on social inquiry still probing is missing
Making judgements too early: Gut feeling
Only the panellist who asked the question is listening.
Suffering with Halo Effect/ Stereotypes
Not Taking Notes
Not maintaining eye contact
Distraction due to laptop
Sitting Posture of the Interviewer
Thanks to candidate
Body Language
Impression formed In 4 Minutes during first transaction
During Presentation it takes only 90 seconds
First Impressions Last Long
Reasons for first impressions:
5 % - Actual Words
70 % - Body Language
25 % - Listening Skills
Some Hints on Body Language
Cross Arms And Legs Seems defensive and Guarded
No eye Contact Insecure
Stiff Shoulder Vs. Relaxed shoulder Tensed vs. Relaxed
Touching the face and Hair again and again Deceptive or Uncomfortable
Rubbing the neck Trying to make himself comfortable
Nodding head while listening Showing interest
Lean Forward Interested and listening. Too much leaning: needy and desperate
Shaking hands loosely Not energetic, less confident
Fidgeting Nervous
ROLE PLAY-2
Thanks

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Welcome

When A person says, “ I can’t work”

Value Issue Attitude Issue

Attitude: Knowledge: Skills:

Closing Phase: Ask to Ask, Close Warmly With Thanks

Competency-based questions are designed to allow candidate to talk;

Give Information Give Confirmation/ denial

1. OPEN NEUTRAL QUESTIONS LIKELY TO GIVE LONG UN-INFLUENCED ANSWERS E.G.

4. Ask closed question to pin point precise answer

5. Summaries to gain clarity/ acceptance of the person

One question at a time

No eye Contact Insecure

Stiff Shoulder Vs. Relaxed shoulder Tensed vs. Relaxed

Rubbing the neck Trying to make himself comfortable

Nodding head while listening Showing interest

Shaking hands loosely Not energetic, less confident

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