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Adult Social Care Workforce Development Interview Techniques Stephanie Charles Lisa Koc Sharon Middleton PowerPoint Presentation
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Adult Social Care Workforce Development Interview Techniques Stephanie Charles Lisa Koc Sharon Middleton
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  1. Adult Social CareWorkforce Development Interview TechniquesStephanie CharlesLisa KocSharon Middleton

  2. Welcome and introductions… • Acting as a Broker. • Not involved in the re-structure, selection or process. • Open and transparent. • Independent and confidential service. • We want you to be successful at Stage 2 of the process.

  3. Be familiar with the process. Know the key interview skills. Feel confident about producing a good written statement. Understand Job Description and Employee Specification (JD/ES). Effectively use the JD/ES to prepare. General preparation. During the interview. Competency based interview questions (CBI). Objectives…

  4. Before we get going … Icebreaker

  5. The Process… • Application by preferred choice/location. • Stage 1 – written assessment. • Stage 2 – competitive interview. • Offered post. • Referral to Redeployment.

  6. . Skills for an interviewee …? Accurate Body language Clear Communication Confidence Current Precise • IT • Listening • Reading • Speaking • Thinking • Writing

  7. Written Assessment… • The assessment will contribute towards 25% of the overall score and will be independently marked. • Individuals will have 7 days to produce and submit the written piece of work once notice has been given. • What is being measured? • Ability to convey information. • Clarity of explanation. • Use of real and current examples. • Spelling and grammar. • IT skills (Senior Reablement Officers)

  8. Written Assessment… • Pointers for producing a good written statement: • Carefully read what is being asked of you. • Think about what you’d like to include and write down your initial thoughts, which you can build on later. • Ensure you use a good range of real examples that demonstrates and compliments your knowledge, ability and experience of the job. • That Information flows and it makes sense. • Proof read – check spelling and grammar. • Read it back.

  9. Break!!

  10. Job Description… • Lists the main role and responsibilities of the job. • It is council policy that every post has a JD – updating or creating a JD is the first part of the process. • The council has a standard form for JD’s. This ensures that all job descriptions follow the same format throughout. • Forms part of a binding contract of employment. • Linked to appraisal and the setting of objectives.

  11. Employee Specification… • Detailed document that gives details of the experience, skills, knowledge and abilities required to perform a job. • Details the essential and desirable qualifications required. • A good application form is one which is concise and fully matches the requirements listed on the employee specification.

  12. . Key documents for this process …? What do they tell us? How can you maximise the use of these documents to increase your chances of success at stage 2 of the process?

  13. Preparation…? • Research - bring yourself up to speed with national and local priorities. • Prepare questions relating to the JD/ES. • Prepare possible answers relating to the ES. • Be able to provide real examples of the work you have done. • Be smart and presentable. • Ensure you have paper and a pen. • Take certificates. • Remember - eat, drink and get a good nights rest before the interview.

  14. At the interview…? • Make sure your mobile phone is turned off. • Be punctual – aim to arrive early. • Be polite, speak clearly and with confidence. • Display use of positive body language. • Be enthusiastic about the job opportunity. • Ask the interviewer to repeat questions if necessary. • Write down the questions/take notes. • Take your time. • Ask questions.

  15. Types of questioning… • Competency Based Interview questions (CBI). • The purpose of competency based questions is to get candidates to provide examples of where or when they have shown particular skills and or abilities. • CBI questions are more in-depth probing questions. • Interviewees must showcase multiple skills and abilities and demonstrate they have the required skills by using real examples: • Tell me … • Explain … • Give me an example …

  16. . Lets have a go… Activity

  17. A few final words…

  18. Thank You!