1. Interview Skills

2. Understanding comes from: 7% words 7% words 38% paralinguistics 38% paralinguistics 55% facial expressions 55% facial expressions

3. Paralinguistics Timing Timing Tone/inflection Tone/inflection Speech errors Speech errors Accent Accent Choice of words Choice of words Verbal ‘tics’ Verbal ‘tics’ Emphasis Emphasis

4. Types of body language Postures & gestures Postures & gestures Eye contact Eye contact Orientation Orientation Proximity Proximity Looks/Appearance Looks/Appearance Expressions of emotion Expressions of emotion

5. Body language: hands Hand clasp – Anxious, controlled Hand clasp – Anxious, controlled Nose touch – Doubt Nose touch – Doubt Mouth block – Resisting speech Mouth block – Resisting speech

6. Body language: sitting Arm/leg cross – Closed, unconvinced Arm/leg cross – Closed, unconvinced Lean forward – Ready! Lean forward – Ready! Lean back – Confident superiority Lean back – Confident superiority

7. Body language: standing Arms out – Open, sincere Arms out – Open, sincere Lean on table – Authoritative Lean on table – Authoritative Lean on wall – Unthreatened Lean on wall – Unthreatened

8. Eye contact on average The listener looks at the speaker for 75% of time The listener looks at the speaker for 75% of time The speaker looks at the listener for 40% of time The speaker looks at the listener for 40% of time Both look each other in the eye for 30% of time Both look each other in the eye for 30% of time The length of each mutual glance is only 1.5s The length of each mutual glance is only 1.5s

9. Orientation You should try and avoid sitting behind your desk You should try and avoid sitting behind your desk Move to a less formal setting around a coffee or conference table Move to a less formal setting around a coffee or conference table

10. Proximity People intuitively use for proximity: 1.Upbringing 2. Nationality/culture 3. Perceived mutual status 4. Sex When in doubt, stick to 46cm!

11. Looks/appearance Research indicates that clothes do indeed make the man – or woman! Research indicates that clothes do indeed make the man – or woman! ‘Uniform’ he or she wears will tell you most about the interviewee’s image ‘Uniform’ he or she wears will tell you most about the interviewee’s image

12. Expressions of emotion The best way to judge the emotions of interviewees is to watch their faces. The best way to judge the emotions of interviewees is to watch their faces. Facial expressions convey emotions more accurately than voice tone, or body posture. Facial expressions convey emotions more accurately than voice tone, or body posture.

13. The selection interview Importance of good selection interviewing: Success Success Cost Cost Growth Growth Reputation Reputation

14. Candidate data sheet Standard application form: External candidate Standard application form: External candidate Typed CV/resume: External candidate Typed CV/resume: External candidate Job history/personal file: Internal candidate Job history/personal file: Internal candidate

15. Up-to-date job description Up-to-date job description is essential Up-to-date job description is essential Without it, the candidate will be disappointed, frustrated, incompetent or scared Without it, the candidate will be disappointed, frustrated, incompetent or scared

16. Good job description covers: 1. Accountabilities/duties 2. Dimensions 3. Framework 4. Relationships

17. Job specification Sets out in the person requirements. Sets out in the person requirements. Helps you to judge which candidate fits the bill. Helps you to judge which candidate fits the bill.

18. Quantifying the job specification Physical Health Health Appearance AppearanceAchievements Education Education Experience Experience Training Training

19. Quantifying the job specification (continued) Aptitudes Aptitudes Disposition Disposition Environment Environment Interests/hobbies Interests/hobbies Salary requirements Salary requirements

20. Short-listing Short-listing consists of choosing 3-5 candidates Short-listing consists of choosing 3-5 candidates Select those ‘paper’ candidates who fit best. Select those ‘paper’ candidates who fit best. If the application contains insufficient data then ask for more or give the benefit of the doubt If the application contains insufficient data then ask for more or give the benefit of the doubt

21. Interview preparation Note down any questions you have on: Seemingly incomplete/blown-up achievements Seemingly incomplete/blown-up achievements Seemingly exaggerated job titles/responsibilities Seemingly exaggerated job titles/responsibilities Missing months/years Missing months/years Image-strengthening hobbies Image-strengthening hobbies Salary requirements versus present earnings Salary requirements versus present earnings

22. Preparing the interview room Mirror on the wall of waiting area Mirror on the wall of waiting area Clock on wall of interviewing room Clock on wall of interviewing room No telephone interruptions/knocks on door No telephone interruptions/knocks on door No bright sunlight in candidate’s eyes No bright sunlight in candidate’s eyes Application, job description, job specification, preparatory notes & interview notepad Application, job description, job specification, preparatory notes & interview notepad Company/organisational literature to hand Company/organisational literature to hand

23. Putting the candidate at ease Greeting Greeting Be warm and friendly Be warm and friendly The candidate is always nervous The candidate is always nervous

24. Start the interview Sit with candidate and mirror body posture Sit with candidate and mirror body posture Ask what time candidate must get away Ask what time candidate must get away Tell candidate about the purpose of the interview Tell candidate about the purpose of the interview Leave ‘selling’ the job until the end Leave ‘selling’ the job until the end

25. Questions and answers After your opening remarks the interview should follow the 7-point structure After your opening remarks the interview should follow the 7-point structure Vary your questioning technique Vary your questioning technique Depends on subject matter & candidate reactions Depends on subject matter & candidate reactions

26. Floor time The 30/70 rule The 30/70 rule Candidate speaks for 70% of the time and you speak for only 30%. Candidate speaks for 70% of the time and you speak for only 30%.

27. Using a decision matrix Rate candidates against each item on the job specification. Rate candidates against each item on the job specification. You will know reasons for your selection You will know reasons for your selection The candidate with the highest score may not be the one you eventually hire The candidate with the highest score may not be the one you eventually hire

28. Follow-up: reference checks Don’t rely on references from a candidate Don’t rely on references from a candidate Always try and contact referees by phone Always try and contact referees by phone Ask about a possibly negative item Ask about a possibly negative item Ask, ‘Would you re-hire this person if he/she came back to you for a job?’ Ask, ‘Would you re-hire this person if he/she came back to you for a job?’

29. Follow up: outcome letters Thanks but no thanks (dead file) Thanks but no thanks (dead file) Not now but maybe later (active file) Not now but maybe later (active file) Still too early for decision (pending) Still too early for decision (pending) Next step (second interview) Next step (second interview) Contract in mail soon Contract in mail soon