Transcript Interview Techniques - walsallsocialcareworkforce.co.uk

Adult Social Care
Workforce Development
Interview Techniques
Stephanie Charles
Lisa Koc
Sharon Middleton
Welcome and introductions…
• Acting as a Broker.
• Not involved in the re-structure, selection or
process.
• Open and transparent.
• Independent and confidential service.
• We want you to be successful at Stage 2 of the
process.
Objectives…
• Be familiar with the process.
• Know the key interview skills.
• Feel confident about producing a good written
statement.
• Understand Job Description and Employee
Specification (JD/ES).
• Effectively use the JD/ES to prepare.
• General preparation.
• During the interview.
• Competency based interview questions (CBI).
Before we get going … Icebreaker
The Process…
• Application by preferred choice/location.
• Stage 1 – written assessment.
• Stage 2 – competitive interview.
• Offered post.
• Referral to Redeployment.
Skills for an interviewee …?
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IT
Listening
Reading
Speaking
Thinking
Writing
Accurate
Body language
Clear
Communication
Confidence
Current
Precise
Written Assessment…
• The assessment will contribute towards 25% of the
overall score and will be independently marked.
• Individuals will have 7 days to produce and submit the
written piece of work once notice has been given.
What is being measured?
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Ability to convey information.
Clarity of explanation.
Use of real and current examples.
Spelling and grammar.
IT skills (Senior Reablement Officers)
Written Assessment…
Pointers for producing a good written statement:
• Carefully read what is being asked of you.
• Think about what you’d like to include and write down
your initial thoughts, which you can build on later.
• Ensure you use a good range of real examples that
demonstrates and compliments your knowledge, ability
and experience of the job.
• That Information flows and it makes sense.
• Proof read – check spelling and grammar.
• Read it back.
Break!!
Job Description…
• Lists the main role and responsibilities of the job.
• It is council policy that every post has a JD – updating
or creating a JD is the first part of the process.
• The council has a standard form for JD’s. This
ensures that all job descriptions follow the same
format throughout.
• Forms part of a binding contract of employment.
• Linked to appraisal and the setting of objectives.
Employee Specification…
• Detailed document that gives details of the
experience, skills, knowledge and abilities required to
perform a job.
• Details the essential and desirable qualifications
required.
A good application form is one which is concise and fully
matches the requirements listed on the employee
specification.
Key documents for this process …?
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What do they tell us?
How can you maximise the use of
these documents to increase your
chances of success at stage 2 of
the process?
Preparation…?
• Research - bring yourself up to speed with national
and local priorities.
• Prepare questions relating to the JD/ES.
• Prepare possible answers relating to the ES.
• Be able to provide real examples of the work you have
done.
• Be smart and presentable.
• Ensure you have paper and a pen.
• Take certificates.
Remember - eat, drink and get a good nights rest
before the interview.
At the interview…?
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Make sure your mobile phone is turned off.
Be punctual – aim to arrive early.
Be polite, speak clearly and with confidence.
Display use of positive body language.
Be enthusiastic about the job opportunity.
Ask the interviewer to repeat questions if necessary.
Write down the questions/take notes.
Take your time.
Ask questions.
Types of questioning…
Competency Based Interview questions (CBI).
• The purpose of competency based questions is to get
candidates to provide examples of where or when
they have shown particular skills and or abilities.
• CBI questions are more in-depth probing questions.
• Interviewees must showcase multiple skills and
abilities and demonstrate they have the required skills
by using real examples:
o Tell me …
o Explain …
o Give me an example …
Lets have a go… Activity
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A few final words…
Thank You!