Learn how to interview your next hire like a pro! So you can hire the right talent in a quick and cost-effective way! Watch the webinar here: http://bit.ly/2hgURAI The training covers: - The importance of the job interview and why getting it right can save you time and money - A clear structure and agenda for your interview in order to gather the most relevant information in a short time frame - Strategic questions to ask during the interview which will allow you to make the best hiring decision - A list of do’s and don’ts for the interviewer as well as the candidate

1. Professionalise your job interview process for your SME
A Michael Page Webinar

2. Welcome!
Sung Ho Lee
Director, Finance
Michael Page
A little bit about me… …and you
Illustrative

3. of SMEs think the
time required in
hiring is excessive
while…
47%
Job interviews are time consuming
Source: Michael Page SME Hiring Challenges Survey, 2016
of SMEs even say
that conducting
interviews takes
them up to 20
hours per hire.
43%

4. A successful interview doesn’t
happen by accident…

5. Hiring the right talent
Need for new
employee
Advertise Screen Interview Verify Offer
Onboarding of new
employee

6. Our focus today
Need for new
employee
Advertise Screen Interview Verify Offer
Onboarding of new
employee
Conducting an
effective job
interview to
determine if
the candidate
has the right
skills and
knowledge for
the job.

7. Why is the interview important?
Selection of suitable candidates
Verification of facts
Collection of information
Knowledge about the company
Narrow down, select and hire!

8. Types of interviews
The Screening Interview
Initial phase of interview process
Usually on the phone
Brief review of candidate’s background
Questions focused on skills and qualifications
Determine if candidate should move on to next stage

9. Types of interviews
The One on One Interview
Most common
Face to face
Series of standard or behavioural type interview questions
Opportunity to build rapport
Share and gather information

10. Types of interviews
The Teleconferencing / Web Conferencing Interview
Online format (Skype)
Performed long distance via webcam
Same format as a face to face interview
Saves time and money on travel
Conveniently performed at home or in the office

11. How do I prepare for the interview?
?
1. Read the applicants resume beforehand and highlight
anything that stands out
2. Prepare list of questions that will get the interviewee talking
about skills and experience
3. Make a copy of the interviewee’s resume for anyone else
attending the interview
4. Know how you are going to sell the role and your company
5. Write down what it is that you expect to discover during the
interview

12. Quick tip
Before you begin conducting
interviews, make sure you have
prepared the job description, duties,
qualifications, expectations, and
other information pertinent to the
position you are filling.

13. How should I structure the interview?
The Interview
Open
Information exchange
Close
Post interview
Hold the interview in a comfortable setting
Try and create a calm environment
Engage in some small talk to put the
candidate at ease

14. • Greet the candidate with a smile
and thank them for agreeing to
meet with you
• Say something to help build
rapport
• Keep it conversational
How should I structure the interview?
The Interview
Open
Information exchange
Close
Post interview

15. • Ask the question and then listen
• Acknowledge the candidates
responses
• Probe for more information i.e.
“Interesting…can you give me
some examples?”
• Take notes!
How should I structure the interview?
The Interview
Open
Information exchange
Close
Post interview

16. • Thank the candidate for their time
• Explain the next steps
• Give them a timeframe for the
decision
How should I structure the interview?
The Interview
Open
Information exchange
Close
Post interview

17. • Review your notes and add to
them if needed
• Compare notes and gather
feedback with any other people
present during the interview
How should I structure the interview?
The Interview
Open
Information exchange
Close
Post interview

18. Asking the right
interview questions…

19. Asking the right
interview questions…
So what are they?

20. Two types of questions
Common interview questions Behavioural interview questions
Questions about the candidate’s key
qualifications and skills
Technique that assesses a candidate’s
performance as a result of questions that
delve into detail about their past
experiences – STAR method
Situation
Task
Action
Result

21. 1{ Why do you want to work
here?
2{
Which part of the job
description do you find the
least interesting?
3{What do you know about
the company?
4{ What are your strengths?
5{
Is there a project you are
particularly proud of and
why?
6{
What’s the most difficult
situation you have faced at
work?
7{
How do you think your
previous manager would
describe you?
8{
Can you give an example
where something you were
working on failed/didn’t
work out and how you
handled it?
Asking the right interview questions

22. Asking the wrong interview questions
So how about the questions NOT
to ask in an interview?

23. Ask yourself this first…
1{ Will the answer to this question screen out minorities or
members of one sex?
2{ Is this information really needed to judge an
applicant's competence or qualifications for the job?

24. Stay away from discriminatory questions…
Are you married?
What is that accent you have?
Were you born here?
What is your ethnic heritage?
Do you have children?

25. Finding the right culture fit
If you’re not already asking
cultural fit questions…you should
be!

26. Here’s why…
1
2
The better the cultural fit between your employees and your
organisation, the stronger your brand is, and ultimately the
stronger your performance as a company.
.
3 Creates a synergy, whereby your new hire will work
smarter and make decisions to benefit your organisation
They can quickly adapt to the core beliefs, attitudes and
behaviors that make up your organisation
Your potential new hire can have a major impact on team
morale and overall productivity

27. Finding the right culture fit
The candidate’s skills and
experience fit the role but how do
you know they will fit in with your
organisation’s culture?
Let’s find out…

28. 1{ Why do you want to work at this company
and what are your expectations?
2{ Who inspires you and why?
3{
Tell me a time when you encountered
conflict with a co-worker. How did you
overcome it?
Asking the right cultural fit questions

29. 1{ Why do you want to work at this company
and what are your expectations?
2{ Who inspires you and why?
3{
Tell me a time when you encountered
conflict with a co-worker. How did you
overcome it?
4{ What motivates you to come into work each
day?
5{ What do you like to do for fun outside of
work?
Asking the right cultural fit questions

30. The Do’s & Don’ts
• Schedule your interview and
leave enough time
• Be prepared
• Ask open ended questions
• Pay attention
• Be positive
• Double book your interviews
• Spend more time talking than
listening
• Ask discriminatory questions
• Speak poorly about the
business or other co-workers

31. Final tips
Practice interviewing!
Use the same questions for all candidates
Use rating scales (excellent, fair, poor) to rate answers
Base questions on actual job duties
Take brief, unobtrusive notes during the interview
Control the interview

32. Today’s learnings
Conduct a
professional
job interview
and hire the
best candidate
You now know how to…

Advertise Screen Interview Verify Offer

33. Hiring – a time-consuming and expensive process
Advertise Screen Interview Verify Offer
5 h 10 h 20 h 2 h 3 h
Optimize your recruitment process and save valuable time and money!
Average time spent*
Average opportunity costs based on P&L of $1.5 M**
$ 3,750 $ 7,500 $ 15,000 $ 1,500 $ 2,250
TOTAL: 40 hours – $ 30,000
*based on Michael Page SME Hiring Challenges Survey, 2016; **average revenue responsibility in SME Survey

34. Key learnings
1{
2{
3{
4{
Types of interviews:
Screening, one on one, teleconferencing / web conferencing.
Interview questions:
Ask behavioural style questions and avoid discriminatory
questions.
Do’s and don'ts:
Use the same measurement tool for all candidates. Don’t talk
more than you listen.
Interview agenda:
Keep it simple – open, information exchange, close, follow up.
5{
Culture fit:
Strong impact on team morale and productivity.

35. Q&A
Any more questions?
Email us:
webinar@michaelpage.com.au

36. Get in touch!
Interested in a free advertising package on
Australia’s
leading job boards worth over $500?
Get in touch for your next recruiting need!
linkedin.com/company/michael-page
michaelpage.com.au
facebook.com/michaelpageaustralia/
Alex Neal
SME recruitment coordinator
+61 3 8640 3282
alexneal@michaelpage.com