Interview skills

Interview is possibly your first interaction with the candidates. It is decisive to
 
 select the right person on board; it is also the first step for you to integrate the
 
 potential candidates as the first impression is lasting. The following site
 
 provides you with some information on selection method.
 
 
 
 Selection Methods  
   
  1. The most classic selection method
 
 is the structured personnel interview. Important, however, is that interviewers
 
 are trained in interviewing techniques.
 
 
 
 All candidates are interviewed with the same questions in order to improve
 
 comparability. For that reason, one should always rely on an interview
 
 question guideline, prepared precisely for the job requisition in question,
 
 when preparing for an interview.  
     
  Structured Interview  
 
  Interview method based on the "Behaviour triangle"   
  When using interview questions, we intend to find out whether or not a   
  candidate covers the competencies outlined in the job profile. For evaluation   
  of the relevant competencies from the competency framework, the candidate   
  is confronted with behaviour based questions. Here we analyse experiences   
  from the past. The candidate is asked to describe a situation he or she   
  experienced, his or her own behaviour as well as the outcome of the situation   
  and his or her participation in it. An evaluation which allows to anticipate future   
  behaviour in comparable situations is only possible if all of the three   
  components (Situation, behaviour, result) are answered. Hypothetical   
 situations (Could you imagine....?) do not yield valid results. 
     
  Example:   
  Please describe a recent team session you found especially productive.   
     
  (Situation) What made this session    
  productive?   
  (Behaviour) What was your share in   
  achieving this result?  
     
  (Outcome) What was the result?   
     
  Some help to assist with interviewing:   
   Examples for behaviour according to the capabilities of the Siemens   
  Competency Framework   
     
  Behaviour-Based Interview Questions For Capabilities defined by the  
  Siemens Competency Framework   
     
  For a structured interview preparation online check our   
  Recruiting Interview Tool.   
     
  2. Assessment Centres   
  Several persons observe a group of candidates as they work on different   
  assignments and simulations. These ACs have advantages like   
  more objective evaluation of competencies   
   candidates can be compared,   
     
  but require a homogeneous group of candidates (8-12 persons). They   
  show a high acceptance among graduates and apprentices. However,   
 they cannot substitute personal interviews. 
 

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