1. 1 CAREER PATHWAYS Welcome to…. Module 10 Interviews

2. 2 CAREER PATHWAYS Module 10 in a series of 10 independent modules

3. 3 Objectives Of Career Pathways Program Save $ by creating 1 interdepartmental program Make career planning part of the culture Use modules for flexibility, affordability Create a ‘common language’

4. 4 Overview Of Career Pathways 5 Core modules: 1.Career Planning 2.Testing & Assessment 3.Skills Assessment 4.Personal Learning Plans 5.Career Portfolios 2 Supporting modules for managers 6.Performance Management 7.Career Coaching 3 Mobility modules 8.Appointment Process 9.Resumes 10.Interviews

5. 5 Interviews… what next? The Interview…. Research and preparation Question Types Samples of Questions -Role play Informal Discussion Recourse

6. 6 Interviews… How Did I Get Here? Where to look Opportunities Appointment Process Advertisement Research Statements of Merit Criteria Assessment Techniques

7. 7 Interview Research Statement of Merit Criteria Work Description Competencies Talking to people Understand the Department - research thoroughly Websites

8. 8 Interview Research (cont.) Statement of Merit Criteria Qualifications for the position Conditions of Employment Other conditions.

9. 9 Assessment Techniques All factors on the Statement of Merit Criteria must be assessed Presentations Work Samples References Global Assessment Role plays

10. 10 The Interview Usually in-person Arrive 10 minutes early Put “your best foot forward” Notes Be clear and concise Candidate questions

11. 11 Basic Points to Remember in Answering Questions Understand what is really being asked! Answer the question as briefly as possible, focusing on the facts and the positive side! Answer the question by presenting related skills, experience and strengths! Always bring your answers back to the job/qualifications!

12. 12 Four Question Types 1. Directive Questions Usually targeted at your skills, experience and educational background Examples: “What skills have you developed which qualify you for this position?” “How has your education/training prepared you for this job?”

13. 13 2. Non-Directive Questions Open-ended questions allow some freedom in how you answer… but!!!… when you answer…… focus on the job qualifications Examples “Tell me about yourself” “What do you consider your strengths?” “What do you consider to be your weaknesses?” These questions focus on your skills and experiences.

14. 14 3. Situational Questions (hypothetical) This type of question is used to assess how you might perform on the job. Example: “Suppose you were working in a team with five other people. Two of the team members did not get along and this was hindering the completion of a project. If you were team leader what would you do? If you were a team member, what would you do?” Reflect on similar situations in the past/remember and speak to what you learned… always!!!

15. 15 4. Behaviour Based Questions Uses information drawn from a candidate’s history to predict how she/he might be expected to perform in the future. Candidates are asked how they carried out some activity in the past vs. how they would carry out some activity in the future (e.g. “Give us an example of how you planned a major project from start to finish”)

16. 16 4. Behaviour Based Questions (cont.) Behaviour Based interviews allow candidates to discuss past performance and achievements; provides the board with real- life examples of behaviour to be assessed. Rationale is that past performance is the best predictor of future performance.

17. 17 Behaviour Based Questions: Example: “Tell me about the last project on which you worked; what was the goal of the project? What role did you play? How did you go about determining the process for completion of the project? What did you learn from working on this project? What would you do differently?

18. 18 In the interview process, HR professionals often develop their questions around the S/T.A.R. formula: Situation / Task Action Result

19. 19 S/T.A.R. Application Situation/Task: Monthly reports consuming too much time in prep. And O/T hours were required. Action: Decided to upgrade to computerized reporting, researched avail. Software programs to speed up procedure & involved key staff in testing and selecting the best one. Result: Increased the turn around time on monthly reports from 3 days to ½ day, eliminated O/T costs by approx. $700

20. 20 Using the S/T.A.R. Formula Accomplishments that could be relevant to work situation(s): Emergency situations Developed an idea – taken charge of a challenge Participated in a corporate challenge Assisted others Provided exceptional client service Part of a team effort in a major endeavor

21. 21 Using the S/T.A.R. Formula Accomplishments that could be relevant to work situation(s) (continued…) kCompleted training programs kOvercome major obstacles kAchieved goals kFound need & met it kRecognized talent or improved procedure kApplied special skills kInvented a new process or procedure

22. 22 After the Interview http://www.psc-cfp.gc.ca http://www.psc-cfp.gc.ca Results letter and pool/inventory Informal Discussion Complaints