安捷伦公司的面试指导手册(英文).ppt

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
Responsibility
You are responsible for DECIDING whether or not the
candidate es 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’)
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.
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.
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
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
. 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
If undecided after assessment session, schedule add