Interview

1. Interview Navid Sadeghiazari HadiFarzad Taoran Li Shiv Abhinav MSE 608B Prof. Dr. Mark Rajai Spring 2014

2. Agenda • Learning Objectives • Goal • Interviewing definition • Hiring process • Cost of hiring • Preparing resume • Searching desired job • How to obtain an interview • Types of interviews • 1st, 2nd interviews before the job offer • Referral • Summary

3. Learning objectives • Define the hiring process and cost for employer • Advantage of a good resume and impression on employer • Learn techniques of looking for a desired job • Obtain an interview • What employers are looking for during an employment interview • Stages of the successful employment interview • Receiving a job offer from the employer

4. goal • Getting a job is usually the main goal of an interview • There is a difference between a job and a job offer. • Having a job offer makes choices for the applicant and opens up the negotiation path. • Applicants can improve their interviewing skills during an interview whether they get interested in the job details or not.

5. interview • An employment interview is a formal meeting where potential applicants and prospective employer exchange information. • Interview is a chance to obtain a job. • Interview can cause anxiety and stress for the applicants especially if they are in the beginning of their job search. • Communication and personal skills during an interview are as important (if not more) than technical capabilities of candidates. • Being prepared for the interview process is key • The purpose of interviewing for the applicant is to make enough favorable impression on employer • It consists of 3 stages; 1) screening,2) Subsequent interview 3) Employer decision

6. interview • Every company`s culture is different and a concern of an organization is to find the best available person and make sure the applicant is a good match for the company. • Applicant`s objective is to find the best job suiting him/her goals and capabilities. • Interview Process • Pre-interview • Posting a job and a good job description from company • Interview • Exchanging information • Post-interview • Negotiation and job offer

7. Cost of hiring • It is from the time the position available until the employee becomes useful for the company • There are certain costs such as training manuals which are usually classified as an intangible operating cost known as “opportunity” costs. • An intangible cost can be the cost of a supervisor’s time • Every time an employee resigns or is terminated, the company’s asset is lost • Hiring is regulated by state and federal laws. The law requires that your hiring process be reliable, well-organized, and fair to everyone.

8. Steps of hiring • Create a Job explanation • Expand an Application for Employment • Interview the Candidate • Candidate selection • The purpose is to choose the most proficient person for the position

9. How to obtain an interview 1. Internet research 2. Social network 3. Be different 4 Prove yourself

10. Types of interviews 1. Information interview 2. Online or phone interview 3. Individual interview 4. Tasking and testing interview

11. First and second interviews before the job offer • Sometimes, for the company's benefit, a multiple interview is conducted. The purpose for two interviews are to make sure the company finds the right people for right positions. The first interview is usually just screening, and after the second interview, the company will make the decision.

12. First Interview • The first interview is most likely a common interview. During the second interview, however, the candidates may meet the higher level manager to answer more specific questions. The company will base its decision on the second interview performance, and evaluate and select the people who are more qualified for that job position.

13. Second Interview For the second interview, candidates must prepare to add more personal experience and show their ability and skills in such a way that could benefit for this company or a similar organization.

14. Employee Referrals • Employee referral is a type of internal recruitment method used by company to select potential candidates from the candidate pool • It is beneficial for both parties • There are some concern about this method for the company, for instance, relying on the referral can potentially limit the diversity in the work place • 69% of employers say they have a formal employee referral program at their organization • 26% of external hires are generated from employee referrals, making employee referrals the No. 1 source of hire • 82% of employers rated employee referrals above all other sources for generating the best return on investment • 88% of employers rated employee referrals above all other sources for generated quality of new hires

15. Summary • The goal of an interview is to get a job offer rather than a job, it is served as a single chance for the potential applicant to beat the job • Hiring an employee deserves costs for the company, including the time of training • In order to get the job applicant need to obtain an interview first. • Obtaining an interview starts with a professional internet research about the job description • Employee referral is a type of internal recruitment method used by company to select potential candidates from the candidate pool. the company and the work area