安捷伦公司的面试指导手册27p
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. Structure and focus interview & Team to explore key areas - don’t waste time going over what you already know
Interview Format
• Introduction - explain objectives, format & timescales • Ability work experience session - Mgr + Engineer • Ability skills session - Engineer + Mgr • Motivation + Fit Session + Candidate Needs - Mgr • Tour / Break - use someone out with Interview Group • Assessment Session - Interview Team • Benefits Session - HR or Mgr
Cannot be changed !
Talent DRIVES MOTIVATION and PERFORMANCE
Assessing Ability - SKILLS
Skills – Easiest to assess
For Engineering skills use TESTS appropriate to the job
Pre Interview Briefing Session
• Discuss candidate with 3rd Party prior to interview – Salary details & expectations - Red Flags (Highlighted concern areas or issues that may need further clarification) - What will it take to get this candidate on board? - Candidate’s concerns
Байду номын сангаас
Responsibility
You are responsible for DECIDING whether or not the candidate becomes an AGILENT EMPLOYEE - you need to get it right!
You represent Agilent to the candidate. You need to present yourself consistent with Agilent values & policies.
As Hiring Manager you must produce a summary report of the interview. The candidate has a legal right to view the report. ( suggest using the ‘scorecard’ )
Choose Structure and Format focused on filling in your gaps in knowledge about the candidate.
Start with the assumption that the candidate will be hired. Look for evidence that supports this assumption Identify risks against assumptions.
Preparation
Remember the candidate has already been through a screening process - build on what you already know
Review your ESSENTIAL requirements for the job, assess how well the candidate already meets these requirements.
If undecided after assessment session, schedule additional interview sessions
Time Schedule Questions
Agilent Assess Candidate
This is assessed on three main areas:
1. Ability - to do the job now & future potential 2. Motivation for Job / Agilent 3. Manageability - “Fit”
Ability Assessment
Ability consists of:
– Skills – Which are Learned – Experience – Which is Gained – Talent – Which is How They’re ‘Wired’
Interviewing Techniques
LOGO
Interviewing Techniques
Hints & Tips
Objectives
An Interview is a 2-way process to meet the following objectives:
– Agilent’s assessment of candidate – – Candidate’s assessment of Agilent
• If salary is a potential issue, discuss with Section Manager and possibly HR if relocation is a factor – prior to interview - understand your degrees of freedom
Interview Format
• Introduction - explain objectives, format & timescales • Ability work experience session - Mgr + Engineer • Ability skills session - Engineer + Mgr • Motivation + Fit Session + Candidate Needs - Mgr • Tour / Break - use someone out with Interview Group • Assessment Session - Interview Team • Benefits Session - HR or Mgr
Cannot be changed !
Talent DRIVES MOTIVATION and PERFORMANCE
Assessing Ability - SKILLS
Skills – Easiest to assess
For Engineering skills use TESTS appropriate to the job
Pre Interview Briefing Session
• Discuss candidate with 3rd Party prior to interview – Salary details & expectations - Red Flags (Highlighted concern areas or issues that may need further clarification) - What will it take to get this candidate on board? - Candidate’s concerns
Байду номын сангаас
Responsibility
You are responsible for DECIDING whether or not the candidate becomes an AGILENT EMPLOYEE - you need to get it right!
You represent Agilent to the candidate. You need to present yourself consistent with Agilent values & policies.
As Hiring Manager you must produce a summary report of the interview. The candidate has a legal right to view the report. ( suggest using the ‘scorecard’ )
Choose Structure and Format focused on filling in your gaps in knowledge about the candidate.
Start with the assumption that the candidate will be hired. Look for evidence that supports this assumption Identify risks against assumptions.
Preparation
Remember the candidate has already been through a screening process - build on what you already know
Review your ESSENTIAL requirements for the job, assess how well the candidate already meets these requirements.
If undecided after assessment session, schedule additional interview sessions
Time Schedule Questions
Agilent Assess Candidate
This is assessed on three main areas:
1. Ability - to do the job now & future potential 2. Motivation for Job / Agilent 3. Manageability - “Fit”
Ability Assessment
Ability consists of:
– Skills – Which are Learned – Experience – Which is Gained – Talent – Which is How They’re ‘Wired’
Interviewing Techniques
LOGO
Interviewing Techniques
Hints & Tips
Objectives
An Interview is a 2-way process to meet the following objectives:
– Agilent’s assessment of candidate – – Candidate’s assessment of Agilent
• If salary is a potential issue, discuss with Section Manager and possibly HR if relocation is a factor – prior to interview - understand your degrees of freedom