sel interviewing

7/27/2019 SEL INTERVIEWING

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SELECTION

INTERVIEWING


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AGENDA1. Pre-work (Experience as interviewer/candidate)

2. Importance of Recruiting in P&G

3. Interviewing Theory & Practice (I)

4. Break

5. Interviewing Theory & Practice (II)6. Success Drivers (I)

7. LUNCH

8. Asking the right question

9. Rating guide10. Exercise: Screening interview observers

11. Feedback session


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PREWORK

Please tell us about your own

experience as a candidate for a P&G job

and other interviewing experiences if

you had.


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Importanceof

Recruiting

in P&G(AGs Video)


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OUR VALUES

P&G is its people and the values by whichwe live. We attract and recruit the finestpeople in the world.

We build our organization from within,promoting and rewarding people withoutregard to any difference unrelated toperformance.

We act on the conviction that the men andwomen of Procter & Gamble will always beour most important asset.


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P&G RECRUITING PROCESS

1) CVJob description,

2) Pre-screening

3) Management Application Form (MAF)

4) Problem Solving Test (PST)

5) Interview Assessment Form (IAF) using

ROLS

6) Job offer


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1) CVs JDs and agency

Applicants send detailed CV.

P&G have detailed JD for each Job.

HR and Hiring requester asses CV vs JD. Recruiting agencies does the job in most

cases.


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2) Prescreening

It is a minimal background check onareas like:

Work permit

Results in school

Experience

Etc.


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3) Management Application Form

(MAF) Online test that predicts managerial and innovation

performance of candidates

Measures managerial behaviors such as

leadership, communication, collaboration, initiative

Experience/attitude test: measures what a

candidate will do

Has 65 questions

Results for managerial predictor must be at least

strong (3 out of 5)

Allows filtering big numbers of applicants


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4) Problem Solving Test

Score bands:

Test score Interpretation

31 /21 Higher probability of job success

Designed to assess candidates problem solving

ability + intellectual capacity.

Same tool to evaluate candidates worldwide


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5) Interviews The P&G Assessment is a common measure

/evaluation tool worldwide Our selection criteria are called SUCCESS

DRIVERS

1 Screening + minimum 2 Comprehensive interviews

Screening = evaluation of 3 out of 9 Success Drivers(one from each power) + PVP

Comprehensive = evaluation of all the 9 SuccessDrivers + PVP

After the interview you will fill in the InterviewAssessment Form (IAF)


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INTERVIEWINGTHEORY & PRACTICE


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Objectives of the interview P&G Approach

The 6 steps of the interview Tips & Tricks

CAR Concept Selling the company

INTERVIEWING


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Objectives of the Interview MUTUAL SELECTION FOR THE COMPANY & THE

APPLICANT

for the applicant

- to receive enough

information to make a

factual,

low risk career

decision

for the Company

- to select people

who will be successful

- to be sure the candidatesaccept offers for jobs/

internships


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P&G Approach

HAS DONE

CAN DO

WILL DO

Past experience is considered

best predictor forpotential success!


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TEAM EXERCISE

3 TEAMS

Each team will haveto decide the most

important steps of

an interview.


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The 6 steps of the interview

1. Get prepared for the interview 15 min

2. Introduction (build rapport) 5 min

3. Information gathering 40 min

4. Information giving 10 min

5. Closing 5 min6. Evaluation RIGHT AFTER! 20 min


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1. Get prepared for the interview

Organize the interview beforehand:

Know basic company data and job data:

responsibilities, career development, tasks

Know the process, what will happen to theapplicant next: be realistic on timing/next steps

Organize the room for non-interruptions (company

telephone, cell phones, other business reasons)

Organize your activity so that you are not late


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1. Get prepared for the interview

Review the resume, application form (MAF), and

previous IAFs (if any).

Highlight areas you want to explore.

Write down questions you want to be sure to ask.

Look for incomplete or confusing points in the

background material (e.g. information missing,time gap in education or work life, changes in

educational or career direction)


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2. Introduction (build rapport)

Begin with some comfortable conversationto put the applicant at ease.

Explain how you will conduct the interview

(i.e., you will ask questions but leave timeat the end for the candidate's questions).

Explain you will take notes during the

interview to help you remember the key

things said.


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3. Information gathering

Use WHAT, WHEN, WHERE, WHO, WHYand HOW questions freely

A pause can be a useful device

Use restatements

Make smooth transitions to other subjects

Use follow-up questions

Use echoing


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3. Information gathering

Take notes during the interview to help

you remember the key things said.

Develop a personal shorthand so youkeep your writing time to a minimum and

don't let it disrupt the conversation.

Be certain to gather ample evidence on all

Success Drivers.


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Questioning technique

START with a broad

open question

FOLLOW UP with a

more specific

question


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Break!


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EXERCISE

INDIVIDUAL

Would you use thisquestion in an

interview?


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Main DONTs Ask questions in rapid fire style

Ask several questions at once

Starting a question with why not

Ask motherhood questions : Do you like P&G?

Ask hypothetical question: What..If?

Give the candidate a test

Anticipate your next question Make a decision early about an applicant -

concentrate on gathering data vs. evaluating


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4. Information giving

Reserve last 10 minutes for answering to thecandidate questions

Do not make up your mind about candidate

Do not communicate immediately your

decision

Information about compensation & benefits will

be offered when making a Job Offer

Be fair when selling P&G


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5. Closing

Close the interview in a friendly way,explaining what happens next.

6. Evaluation

Immediately afterward, complete the

Interview Assessment Summary Form (IAF).


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WATCH OUT

1. Winning the Interview

Its easy to concentrate on negatives, to seek out

weakness, to feel pleased when your brilliance

reduces the candidate to confusion, etc. Interviewing is not about winning or losing.

2. Playing Safe: Its much easier to reject than to hire.

Remember, perfect candidate doesnt exist.


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CONTEXT background informationACTION applicants contributionRESULTS

specific & measurable result

CAR Concept


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VIDEO EXERCISE

INDIVIDUAL

Check what CARparts you hear

in the followingexamples


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LUNCH !


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Selling the company

What do you

think candidateswant / need to

hear from us?


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People People are the most important asset of ourCompany

You are the Company for the candidate

BE YOURSELF

Systems Promotion from within principle

Innovation

Information about Company, departments

Selling the company


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listens well/dont talk too much (80/20) creates relaxed, friendly, informal atmosphere

no tricks/traps

doesnt waste time

doesnt use pressure/stress techniques

leaves the candidates feeling theyve had a

fair opportunity to present themselves and will

be fairly assessed.

Characteristics of successful

interviewers


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Characteristics of successful

interviewers

enthusiastic

appears to have status & authority to take

hiring decision familiar with candidate details

shows real interest/concern for candidate

skillful in asking relevant questions answers questions fully, honestly


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SUCCESS DRIVERS


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VIDEO EXERCISE

INDIVIDUAL

Identify the SuccessDrivers and explain

your choice


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Lead Questions & Probes for every

Success Driver

Fit with PVP 12 pages of Good interview

questions

ASKING THE RIGHT QUESTIONS


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Requirements for Screening Interview Decision:

No concerns about PVP fit

Each Power rating is a 3 or betterRequirements for Comprehensive Interview Decision:

No concerns about PVP fit

No 1s on any Success Driver

No more than one 2 within any Power No more than two 2s overall

Each Power Sum Score greater than or equal to 9

Must have RQB of Band 3 or greater.

Evaluate an applicant's response on a scale of:

5-Exceptional; 4-Very Strong; 3-Strong; 2-Moderate; 1-Weak Rating guidelines only for 1, 3 and 5

RATING GUIDE


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INTERVIEWING BASED ON

SUCCESS DRIVERSSCREENING INTERVIEW: 3 Success Drivers + PVP

1. Managerial position:

Thinks and ActsDecisively

Leads

Operates with Discipline

2. A&T position:

Thinks and Acts Decisively Builds Diverse,

Collaboration Relationships

Operates with Discipline

COMPREHENSIVE INTERVIEW:All the 9 Success Drivers + PVP


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VIDEO EXERCISE

TEAM EXERCISE

Rate individually

the candidateusing the

Rating Scales

and calibrateinside the team

INTERVIEWER QUALIFICATION


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INTERVIEWER QUALIFICATION

PROCESS

Attend 3 interviews with different experiencedinterviewers as an observer

Run 3 interviews being observedby

experienced interviewers If the qualification process is not finalized in 2

months, interviewer loses the right to run

interviews If over6 monthstiming, an interviewer doesnt

take any interviews, the qualification is lost.

Obj ti Y


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Objectives vs. Your

Expectations

Be familiar with P&G recruiting process;

Understand Success Drivers;

Ask the candidate the right questions; Collect Complete responses;

Rate a candidate;

Make a fair factual hiring decision;

Learn how to sell the Company.


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sel interviewing

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