Global Mindset

AIESEC

EP InterviEw Guide

Summer 2013

Interview.

Interview - a conversation between a representative or representatives of the company / organization and candidate, to decision to take the candidate or not.
Types of interviews (traditional, situational, brainteaser and competency-based)

1)traditional –questions which are known to all candidates:

Why did you leave your last job?

Are you good teamplayer?what are your strength and weaknesses.

2)Situational interview –deals with future behavior of candidate.

If you have conflicting info to make decision what will you do?

3)Brain-teaser interview shows the ability to think logically, but don’t show behaviours.

4)Competency-based behavioral Interview.

Just compare to understand the difference:

How do you go about determining your priorities? And Tell me the last time you had too many things to do and you were required to prioritize your tasks.

Competency based interview enables us to assess real behaviors in real situations which can be repeated in the future with 90 % probability.

Process:
1. Scheduling interviews
2. Atmosphere
3. Interview
4. Assessment

Interview:

Interview takes place in three stages:

1. Initial stage:

A) Ice Breaker
B) Statement of expectations
B) Creating a comfortable environment for the candidate

A) Ice Breaker
• Introduce yourself and ask the candidate to talk about themselves.
• Discuss the topic, not the interview

B) Statement of expectations
• Set a specific time for the interview
• Install, when will be evaluated and the final result will be known

B) Creating a comfortable environment for the candidate
• Place of interview
• The room should be the normal temperature
• No distracting during an interview
• Cell disabled as a candidate and the interviewers have
• Ask the candidate whether he comfortably.

2. Main part

This stage is most important during the interview. It can last from 20 minutes up to an hour.

Aims of this part are to define:

A) General adequacy and alignment of the values of the candidate with the values of the organization

You can define it though the talk. Look at candidate's speech and attitude in general.

B) Competencies of the candidate

We have Global Competency Model in organization

So you need to check existence of 5 competencies at candidates personality.

Global Mindset

Description:

• Takes an active interest in, and constantly increases awareness about, other cultures and world affairs by seeking information, opinions, and ideas from diverse sources;

Tell me about a time you adapted your style in order to work effectively with those who were different from you?

Have you got international XP? Describe your emotions.

How do you feel in another country? What was the main problem for you?

• Seeks to enlarge personal & professional network by interacting with people of diverse cultures and backgrounds;

Describe a time when, in a work environment, you made an intentional

effort to get to know someone from another culture

• Works effectively with individuals of diverse cultures, styles and abilities, capitalizing on their insights and ideas;

Give me an example of a time when a person’s cultural background affected your approach to a work situation.

• Shows openness and flexibility towards differences in opinion, and challenges own opinion;

Tell me about a specific time when you had to handle a tough problem that challenged fairness or ethical issues. Give me an example of a time when you were able to successfully communicate with another person even when that individual personally may not have liked you.

• Demonstrates ability to adapt and adjusts to new situations/ places/ people.

Give me an example of a time you had to adjust quickly to changes over

which you had no control. What was the impact of the change on you?

Give me an example when you successfully got along with new people with whom you had to live.

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