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https://www.youtube.com/watch?v=T3rVMDGiDHU

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https://www.youtube.com/watch?v=bq_hQQ4uzAo

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Rating = 1-5

1= Your answer contains little or no evidence of any understanding of idea.

2= Your answer shows minimal understanding of ideas. Interviewee delivers a mix of me bad and less good answers

3= Your answers show mixed understanding of ideas. Interviewee delivers mix of bad and good answers

4= Your answers involve a good understanding of ideas involved to solve a problem. Interviewee delivers good answers.

5= Your answers involve excellent understanding of ideas to solve the problem. Presented more than required information, considered reliable.

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The selected candidate will be informed within two weeks after the interview. It was nice meeting you and you have had some great answers, however; if you are unsuccessful for the position you can contact the HR department and they can let you know, why you were unsuccessful and some feedback for future interviews.

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1)Why did you leave your last job?

2) Why should our company invest in you?

3) Do you have any more questions for this interview?

4) Where do you see yourself working for this company in 5 years?

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- Talking too much; you are here to interview the candidate and not to tell him a story

- Accepting general answers and not trying to digging for a clearer answer.

- Relying on memory instead of notes; as notes will help to remember the candidate answer better and can use as proof of the interview.

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We have gone through your resume and gathered relevant information about your past experiences and knowledge. There will be two types of interview questions, behavioural and situational. In your response outline what you did in that situation and justify why you did that action. Throughout the duration of your interview, I will be making some notes, to help remember what we discussed. If you have any questions during the interview, you will be allowed to ask them at any time and then we will continue with the questions I have. Let's get started!

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Different behaviour/skill dimensions will be assessed in the job interview. The assessment is done by putting on different questions related to skills, attributes and abilities required for that particular job. Some of general questions has been listed below :

1) Communication skills

Give me an example of how you demonstrated effective internal and external communication skills to all employees in particular where English isn't their first language?

2) Workplace skills

Do you see yourself as a team player? Or as a self independent worker?

3) Interpersonal skills

Consider a situation, you have to handle a investigation of an employee you trusted and respected by that employee has been involved in making false and improper statements for that company. Describe your action towards an employee and how will you eliminate the risk arrived from the fraud?

4) Organisational Skills

What types of techniques you use to organise your work? And describe the most recent situation in which you had more tasks then you could successfully fulfil?

5) Technical skills

Tell me about the most difficult problem you ever faced regarding identifying, assessing and managing a task associated with internal/external controls in an organisation you have worked in

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1) Tell me about about your background

2) How did you come across this job and why did you apply for this job?

3) Why do you think we should hire you?

4) What are the benefits you think you will be able to attain this job?

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Conduct an effective interview     

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Conduct an effective interview     

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1.   Job analysis (Understanding what we need)

- Identifying the critical need and what knowledge, skills, abilities and attributes are required by the candidate to succeed that position.

2. Structured interview process

- Training and ensuring that interviewers conduct interview using a consistent method and tangible tools to evaluate candidates.

-Preparing interview and follow up questions

-Asking general or KSAA’s related hypothetical or open ended questions and developing follow up questions to likely responses.

-Developing behavioral interview questions, to seek candidate past actions in workplace and their outcome.

-Evaluating candidate

-Evaluate candidates using an objective and thorough rating scale, providing rubric to evaluate candidates consistently.

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1) Anaylise interviewee's response's

2) Additional notes written down to provide support for interviewee

3) Contacting successful candidates

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1) Prepare Job analysis.

2) Prepare a list of questions in advanced, as it will help to stay focus on some important aspects of the job.

3) Review the candidate's resume.

4) Make sure the interview doesn't go for too long or too short with the right amount of questions (4~6 questions for 30 minutes).

5) May want to have a panel of two interviewer for particular jobs interview; e.g. teaching.

6) Be prepared to answer questions from the applicant.

7) Prepare to be flexible.

8) Take detailed notes.

http://www.businessnewsdaily.com/5212-job-interviews-techniques.html

http://www.saylersemployment.com/int_tips.htm

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1 - Start slow, safe and personal (using this method, make the interview relaxed and the candidate feels that they can open up

2 - Coax, don’t hammer (this can get a soft touch of what the candidate is like and able to get a trustworthy answer from them)

3- Make some questions open ended (this allows the candidate to expand on what they would like to tell the interviewer)

4- Ask what you don’t know (if the candidate has not explained a particular subject and you want to hear more, speak up and ask)

5- Let the interviewees wander a bit–but be careful (this allows the interviewer to get a feel for the candidate)

6- Don’t send advance questions (if you send questions through email, you get a scripted response not an actual personal response)

7- Be prepared. Find the overlooked (Google nowadays have made interviewing candidate's easy. However, do look for questions that haven't been asked yet)

8- Listen, really listen (you may not know something about the candidate that you really like)

9- There are dumb questions (try not to repeat the same subject that has already been spoken about)

10- Make an enthusiastic offer on finding the best candidate.

11- Avoid discriminatory questions - Questions related to age, sex, religion and race don't belong in an interview environment.

12- Allow the candidate to ask questions – interested candidates will have questions concerning position requirements, benefits and advancement potential.

Reference: http://www.forbes.com/sites/shelisrael/2012/04/14/8-tips-on-conducting-great-interviews/