安捷倫公司的面試指導(dǎo)手冊(cè)27p課件

LOGOInterviewingTechniquesLOGOInterviewingTechniquesInterviewingTechniquesHints&TipsInterviewingTechniquesHints&ObjectivesAnInterviewisa2-wayprocesstomeetthefollowingobjectives:

Agilent’sassessmentofcandidate

Candidate’sassessmentofAgilentObjectivesAnInterviewisa2ResponsibilityYouareresponsibleforDECIDINGwhetherornotthecandidatebecomesanAGILENTEMPLOYEE-youneedtogetitright!YourepresentAgilenttothecandidate.YouneedtopresentyourselfconsistentwithAgilentvalues&policies.AsHiringManageryoumustproduceasummaryreportoftheinterview.Thecandidatehasalegalrighttoviewthereport.(suggestusingthe‘scorecard’

)ResponsibilityYouareresponsiPreparationRememberthecandidatehasalreadybeenthroughascreeningprocess -buildonwhatyoualreadyknowReviewyourESSENTIALrequirementsforthejob,assesshowwellthecandidatealreadymeetstheserequirements.ChooseStructureandFormatfocusedonfillinginyourgapsinknowledgeaboutthecandidate.Startwiththeassumptionthatthecandidatewillbehired.LookforevidencethatsupportsthisassumptionIdentifyrisksagainstassumptions.PreparationRememberthecandiPreInterviewBriefingSessionDiscusscandidatewith3rdPartypriortointerviewSalarydetails&expectations

-RedFlags(Highlightedconcernareasorissuesthatmayneedfurtherclarification) -Whatwillittaketogetthiscandidateonboard? -Candidate’sconcernsIfsalaryisapotentialissue,discusswithSectionManagerandpossiblyHRifrelocationisafactor–priortointerview-understandyourdegreesoffreedom

.Structureandfocusinterview&Teamtoexplorekeyareas-don’twastetimegoingoverwhatyoualreadyknowPreInterviewBriefingSessionInterviewFormatIntroduction-explainobjectives,format×calesAbilityworkexperiencesession-Mgr+EngineerAbilityskillssession-Engineer+MgrMotivation+FitSession+CandidateNeeds-MgrTour/Break-usesomeoneoutwithInterviewGroupAssessmentSession-InterviewTeamBenefitsSession-HRorMgrIfundecidedafterassessmentsession,scheduleadditionalinterviewsessionsTimeScheduleQuestionsInterviewFormatIntroduction-AgilentAssessCandidateThisisassessedonthreemainareas:Ability-todothejobnow&futurepotentialMotivationforJob/AgilentManageability-“Fit”AgilentAssessCandidateThisiAbilityAssessmentAbilityconsistsof:Skills–WhichareLearnedExperience–WhichisGainedTalent–WhichisHowThey’re‘Wired’ Cannotbechanged!

TalentDRIVESMOTIVATION

andPERFORMANCEAbilityAssessmentAbilityconsAssessingAbility-SKILLSSkills–EasiesttoassessForEngineeringskillsuseTESTSappropriatetothejobForProblemSolvingskills:FocusonMETHODratherthananswer -logical,pragmaticapproach?Note:SKILLSCANBELEARNEDAssessingAbility-SKILLSSkilAssessingAbility-ExperienceUsediscussivequestionsonrecentwork/projectexperienceAskforSPECIFICEXAMPLESthatfocuson: –ResultsAchieved/PersonalContributionIndividualResponsibilityLevelofbusiness/projectunderstandingLevelofPersonalDecisionMakingEnvironment–Technology,teamsize,Projecttimescale,designscope&scale,qualityprocesses,tools.Note:

Matchlevelofexperiencetoourjobneedsintermsofcomplexity/scale,levelofresponsibility,technology.

YOUcontroltheinterview-makesuretimeisn’twastedonirrelevantdetail.Movecandidateonwhennecessary.FocusonIndividualsspecificexperienceAssessingAbility-ExperienceAssessingTalentShouldbesearchedforthroughoutinterviewprocessRecognisewhatcausesthemto‘LightUp’Whatdotheyspeakpassionatelyabout?ConsistentthemesthroughoutcareerAskwhattheirstrengthsandweaknessesareWhatdotheyenjoydoing&whatdon’ttheyenjoyandwhy?Note:TalentisanindicatorofPOTENTIALabilitytoLEARNtodothejobwell.AssessingTalentShouldbesearMotivationAspirations&GoalsImmediate&longTermLookforevidenceofworkingtowardsthemSearchforkeydriverse.g.DoesthecandidatewanttoworkforacompanylikeAgilent?AskWhy?ExploreinDepthNote:CanAgilentDeliveronCandidatesPrimaryDrivers?IfNOT,weneedtobehonestwiththecandidate,butSELLwhatwecanprovide.MotivationAspirations&GoalsManageability-FitAssessCandidatesAbilitytoTakedirection-levelofexpected/requiredsupervisionWorkwithinateamUseinitiative,SelfstarterUseBehaviouralQuestionsPreviousbehaviourstrongindicatoroffuturebehaviourAskforspecificexamplesfocusingontheindividualsactionsAvoidlookingforclonesofyourself&colleagues-bediverse!Manageability-FitAssessCandDecisionMakingIdentifyEssentialrequirements-scoreevidenceofexistencefitatendofeachinterviewsessionHaveAssessmentSessiontodiscuss/scoreallfactorsaffectinghiringdecisionIncludeTalent&PotentialEstimatesIdentifyanyhiringrisks–reasonswhynottohirethecandidate?DecisionMakingIdentifyEssentCandidateNeedsPartwhencandidateassessesAgilent-FitSessionUnderstandtheirneeds(linkedtomotivationsection)JobContentWeneedtobeopenandhonestaboutthejobcontentGoals&CareerProgressionCantheyreachtheirgoalsatAgilentHowquickcantheydevelopandagainisthissomethingthatAgilentcanoffer(EmployerofChoice)GeneraliseRegardingsalaryandbenefits (DONOTDISCUSSSPECIFICSFORCANDIDATES)Note:QualifytheirneedsandsellthemBackCandidateNeedsPartwhencandiClosinganInterviewMakesuretheyareclearabouttheroleandyourexpectationofthemAskthemiftheyhaveanyconcernsatthismomentintimeRevisitanyareasofremaininguncertaintyIfyoufeelthecandidateisahirethenfinishonapositivenotee.g.‘Weareveryinterested,Inowneedtohaveadebriefthemycolleaguesandyourconsultantwillbeintouch.’Un