SELECTION INTERVIEWING

Objectives
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.

AGENDA
1. 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 guide 10. Exercise: Screening interview observers 11. Feedback session

PREWORK
Please tell us about your own experience as a candidate for a P&G job and other interviewing experiences if you had.

Importance of Recruiting in P&G

(AGs Video)

OUR VALUES
P&G is its people and the values by which we live. We attract and recruit the finest people in the world. We build our organization from within, promoting and rewarding people without regard to any difference unrelated to performance. We act on the conviction that the men and women of Procter & Gamble will always be our most important asset.

P&G RECRUITING PROCESS

1) CV Job description, 2) Pre-screening 3) Management Application Form (MAF) 4) Problem Solving Test (PST) 5) Interview Assessment Form (IAF) using ROLS 6) Job offer

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.

2) Prescreening
It is a minimal background check on areas like:
Work permit Results in school Experience Etc.

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

4) Problem Solving Test

Designed to assess candidates problem solving ability + intellectual capacity.

Same tool to evaluate candidates worldwide

Score bands: Test score <31 /21 =31 /21 >31 /21 Interpretation Much higher chance of failure on the job Minimum test standard Higher probability of job success

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 Success Drivers + PVP After the interview you will fill in the Interview Assessment Form (IAF)

INTERVIEWING THEORY & PRACTICE

INTERVIEWING
Objectives of the interview

P&G Approach
The 6 steps of the interview

Tips & Tricks

CAR Concept Selling the company

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 candidates accept offers for jobs/ internships

P&G Approach
HAS DONE CAN DO

WILL DO
Past experience is considered best predictor for potential success!

TEAM EXERCISE
3 TEAMS
Each team will have to decide the most important steps of an interview.

The 6 steps of the interview

1. Get prepared for the interview 15 min

2. Introduction (build rapport)

3. Information gathering

5 min
40 min

4. Information giving
5. Closing

10 min
5 min

6. Evaluation RIGHT AFTER!

20 min

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 the applicant 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

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)

2. Introduction (build rapport)

Begin with some comfortable conversation to put the applicant at ease. Explain how you will conduct the interview (i.e., you will ask questions but leave time at the end for the candidate's questions). Explain you will take notes during the interview to help you remember the key things said.

3. Information gathering
Use WHAT, WHEN, WHERE, WHO, WHY and HOW questions freely A pause can be a useful device Use restatements Make smooth transitions to other subjects Use follow-up questions Use echoing

3. Information gathering
Take notes during the interview to help you remember the key things said. Develop a personal shorthand so you keep your writing time to a minimum and don't let it disrupt the conversation. Be certain to gather ample evidence on all Success Drivers.

Questioning technique
START with a broad open question FOLLOW UP with a more specific question

Break!

EXERCISE
INDIVIDUAL
Would you use this question in an interview?

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

4. Information giving
Reserve last 10 minutes for answering to the candidate 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

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

6. Evaluation
Immediately afterward, complete the Interview Assessment Summary Form (IAF).

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.

CAR Concept
CONTEXT background information applicants contribution

ACTION
RESULTS

specific & measurable result

VIDEO EXERCISE
INDIVIDUAL
Check what CAR parts you hear in the following examples

LUNCH !

Selling the company

What do you think candidates want / need to hear from us?

Selling the company

People
People are the most important asset of our Company You are the Company for the candidate BE YOURSELF

Systems
Promotion from within principle Innovation

Information
about Company, departments

Characteristics of successful interviewers

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

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

SUCCESS DRIVERS

VIDEO EXERCISE
INDIVIDUAL
Identify the Success Drivers and explain your choice

ASKING THE RIGHT QUESTIONS

Lead Questions & Probes for every Success Driver Fit with PVP

12 pages of Good interview questions

RATING GUIDE
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 Requirements for Screening Interview Decision: No concerns about PVP fit Each Power rating is a 3 or better

Requirements 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.

INTERVIEWING BASED ON SUCCESS DRIVERS

SCREENING INTERVIEW: 3 Success Drivers + PVP
2. A&T position: 1. Managerial position: Thinks and Acts Decisively Thinks and Acts Builds Diverse, Decisively Collaboration Relationships Leads Operates with Discipline Operates with Discipline

COMPREHENSIVE INTERVIEW:
All the 9 Success Drivers + PVP

VIDEO EXERCISE
TEAM EXERCISE
Rate individually the candidate using the Rating Scales and calibrate inside the team

INTERVIEWER QUALIFICATION PROCESS

Attend 3 interviews with different experienced interviewers as an observer Run 3 interviews being observed by experienced interviewers If the qualification process is not finalized in 2 months, interviewer loses the right to run interviews If over 6 months timing, an interviewer doesnt take any interviews, the qualification is lost.

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.