THE TRUTH ABOUT INTERVIEWS! Seminar #3.1 Footscray Park 31 March 2009 Web version

1. THE TRUTH ABOUT INTERVIEWS! Seminar #3.1Footscray Park31 March 2009 Web version BUSINESS AND LAW 31 March 2009

2. AGENDA • INTRODUCTION – THE SELECTION PROCESS • TELEPHONE INTERVIEWS / CHECKS • ASSESSMENT CENTRES • GUEST SPEAKER – Pam Winstanley(Refer separate links/documents)

3. THE SELECTION PROCESS ‘The Selection Process’ or ‘The Recruitment Process’ is a set of steps that an employer undertakes in order to choose the candidate who will be the ‘best fit’ for a particular job.

4. THE SELECTION PROCESS These steps/methods can include some or all of the following: • Cover Letter and Resume Review • Telephone Screening • Assessment Centre Testing • Psychometric Testing • Telephone Interview/s • Face-to-Face Interview (Covered in workshop) • Medical Testing • Police Checks • Reference Checks

5. THE SELECTION PROCESS • No single selection method can satisfactorily assess job seekers, so a variety of methods are often used. • Candidates that are considered to be unsuitable by an employer can be eliminated at any stage in the process.

6. THE SELECTION PROCESS Examples of things that may lead to being eliminated at any stage • Errors in applications, • voicemail messages, • how you answer the phone, • how you dress, present information or prepare for the interview, • what you know about the company, • reference checks • and other errors/omissions/inaccuracies … NB: also consider workshop exercises.

7. TELEPHONE INTERVIEWS Why are they used? • Pre-Screening As a prescreening tool for employers to assess your verbal communication, phone manner, friendliness and professionalism without making the time investment of a formal interview. • Geography/Location When candidate and employer are physically unable to meet due to geography. They are particularly useful when applying for jobs interstate and overseas.

8. TELEPHONE INTERVIEWS - Tips • If the conversation is pre-arranged, be 100% sure about the time and place for the call and who is calling whom! • Make sure that you have arranged a quiet area to take the call where you will not be disturbed at all. If this is home notify everyone that you are expecting the call and to be quiet, keep the dog away, make sure your mobile is charged if they are calling your mobile. • Print a hard copy of your application to refer to. Review this in detail before the call. • Make sure you have everything you may need at arms reach, a glass of water, notepad, pen, resume diary and questions you may want to ask. • Speak clearly and confidently, use the person’s name and ensure you have the correct pronunciation

9. TELEPHONE INTERVIEWS - Tips • You can prepare answers to questions – but try not to sound too rehearsed. • Prepare questions to ask the employer. • Don’t be fooled!! – Just because the interview is over the phone, this does not mean that it’s not as formal or not as serious as a face-to-face meeting i.e. you still need to practice interview answers and research the company. • Phone interviews are often more challenging because you need to sound confident and friendly and try to assist the employer to imagine you. • Be prepared emotionally – ensure you project a strong, confident and friendly image.

10. TELEPHONE INTERVIEWS - Tips • Always answer your phone professionally e.g. Hello, [Your Name] speaking • Voice - tone – This is all-important over-the-phone. Speak clearly and concisely, smiling also helps – it makes your voice sound bright and confident. • Ask what the next step is. • Don’t forget to thank them for speaking with you.

11. ASSESSMENT CENTRES Why are they used? • Most commonly used for recruitment purposes for ‘Volume Interviewing’. • To see more than one facet of the candidate’s behaviour and personality. • Allow employers to prescreen multiple candidates at one location at one time, saving them both time and money. • They give a number of different selectors a chance to see you over a longer period of time than is possible with a single interview.

12. ASSESSMENT CENTRES What should I expect? • Usually competitive with your peers and other University students. • Can run for a couple of hours or a whole day. • May occur at the employer’s head office, at a hotel or other venue. • Assess you in groups (8 people ++).

13. ASSESSMENT CENTRE – Tips Do's • Refamiliarise yourself with the job description, duty statement and other background reading material about the organisation. • Demonstrate your ability to work with others, not against them. • Concentrate on demonstrating your own strengths rather than what everyone else is doing. • Be yourself! - bring your own personality and experience to the Assessment Centre.

14. ASSESSMENT CENTRE – Tips Don'ts • Don’t put other people’s ideas down or talk over others. • Don’t rush! Take a few moments to establish which criteria the employer is assessing and plan your strategy.

15. ASSESSMENT CENTRES Typical Exercises Group Exercises Presentations In-tray Exercises Case Studies Memory Capacity Exercises Role Plays Psychometric Testing

16. ASSESSMENT CENTRES – Exercises Group Exercises • Eg. building a paper tower • Eg. group discussion or debate Assessors observe: • How well you work with others • Listening skills • Interpersonal skills • Leadership skills

17. ASSESSMENT CENTRES – Exercises Presentations • Usually given a topic either in advance or on the day • This can include presenting to other candidates in the group, or directly to the assessors Assessors observe: • Ability to structure a presentation • Ability to communicate information to others • How you respond to unexpected questions

18. ASSESSMENT CENTRES – Exercises In-tray Exercises • ‘In-tray’ full of memos, telephone and fax messages, reports and correspondence • Work quickly through items of varying importance, making decisions on what action is required, as well as drafting responses where necessary Assessors observe: • Ability to plan and prioritise information in a brief period of time. • Written or other communication skills

19. ASSESSMENT CENTRES – Exercises Case Studies • Completed in a group or individually • Involve review and analysis of information and data, often related to the employer’s business • Require a written report or discussion Assessors observe: • Ability to analyse information • Ability to think logically and exercise judgement • Ability to express yourself concisely and clearly

20. ASSESSMENT CENTRES – Exercises Memory Capacity Exercises • E.g. Ford, Holiday Inn – candidates required to talk to the person next to them to find out as much information about them as possible in a short time frame • Present information to the larger group Assessors observe: • Ability to retain information

21. ASSESSMENT CENTRES – Exercises Role Plays Assume a fictitious role and handle a work situation • E.g. customer service candidates asked to respond to queries and complaints • E.g. sales candidates role play selling to customer Assessors observe: • Oral communication • Problem solving • Customer service orientation

22. ASSESSMENT CENTRES – Exercises Psychometric Testing • Verbal Reasoning (timed) • Numerical Reasoning (timed) • Abstract Reasoning (timed) • Personality and Motivation (untimed) • Usually multiple choice Website: www.shldirect.com Or enter Psychometric Testing in search engine

23. ASSESSMENT CENTRE – Tips Do's • Refamiliarise yourself with the job description, duty statement and other background reading material about the organisation. • Demonstrate your ability to work with others, not against them. • Concentrate on demonstrating your own strengths rather than what everyone else is doing. • Be yourself! - bring your own personality and experience to the Assessment Centre.

24. ASSESSMENT CENTRE – Tips Don'ts • Don’t put other people’s ideas down or talk over others. • Don’t rush! Take a few moments to establish which criteria the employer is assessing and plan your strategy.

25. WWW.VU.EDU.AU Contact Details Business and Law Centre For Work Integrated Learning PHONE +61 3 9919 4889 FAX +61 3 9919 5057 EMAIL wil.businessandlaw@vu.edu.au WEB www.vu.edu.au/wil