Interviewing for Results - Eaton Corporation

© 2012 Eaton Corporation. All rights reserved.

Interviewing for Results: A Recruiter’s Perspective

Presented to: Women in ECE, Georgia Institute of Technology

January 31, 2013

Kate Thompson, Eaton Corporation

2© 2012 Eaton Corporation. All rights reserved.

Agenda

Why Behavior Based Interviewing? Mix & Match Exercise – Gain practice identifying

competencies that are often assessed during interviews

Review Basic Preparation for a Behavior Based Interview

Interview Prep. Exercise- Practice aligning your experience to a job

20 Questions Exercise - Test your ability to think like a recruiter

Interview Simulation Challenge - Put your skills to the test!

Q&A


Behavior Based Interviewing

A standardized method of interviewing designed to measure how you will perform on the job

The principle behind the technique is the belief that the best indicator of future performance is past behavior.

Behavior based interviewing is based on competencies needed for a specific role


Mix & Match Exercise

The challenge:

Match the competency that is being

assessed by the interviewer with the correct interview question


Mix & Match Exercise

Question Competency

Please describe a time when you had to give up on a project.

Implementing Processes; Systems

Tell me about a time when you had to manage an event, but could not personally attend that event.

Ethics and Values

Give me an example of a time when you had to present an idea to a superior that challenged the status quo.

Mental Agility

Let’s discuss a time when you made a mistake.

Managerial Skill

Can you give an example of a time when you were asked to do something that was new to you?

Drive for Results


Mix & Match Exercise – Answers

Question Competency

Please describe a time when you had to give up on a project.

Drive for Results

Tell me about a time when you had to manage an event, but could not personally attend that event.

Implementing Processes; Systems

Give me an example of a time when you had to present an idea to a superior that challenged the status quo.

Managerial Skill

Let’s discuss a time when you made a mistake.

Ethics and Values

Can you give me an example of a time when you had to do something that was new to you?

Mental Agility


The Basics - Interview Format

• On campus interviews…employers visit campus to recruit engineering students

Check-in Introductions Small talk/ice breaker They ask you questions (standard, behavioral, technical) You ask them questions Closing Follow-up

Next steps: On-site interview

• Site interviews… typically a more in-depth interview, where you visit a company’s facility for multiple interviews, meetings, etc.

Next steps: If successful an offer!


Prepare - Know Yourself

It’s your responsibility to help the interviewer understand why you are a good choice for the job.

You should be able to… Demonstrate your values Speak knowledgeably about your resume Discuss your future goals/career interests Know the organization and align your strengths accordingly Back up your statements with evidence and specific examples

When interviewing, career goals and interests should align with the employer needs. Be able to discuss…

Why did you select engineering? More specifically, your major? What areas within your field do you want to pursue? What you see yourself doing in five years?

Common Pitfall: Not aligning interests with the job you are interviewing for.


Prepare - Know the Job

Read the job description thoroughly, pay close attention to the qualifications, basic and preferred

Identify which qualities you have that match up with job requirements

Think about specific examples you can use to illustrate how your education, experience and personal interests are a fit!

Review the company website What are their products/services? Locations? How does the company describe itself in the “careers”

section? In the sections for customers & investors? Review any sections that describe careers & culture


Exercise – Prepare for an interview

Take a look at the job description in front of you, which has been adapted from actual job description.

Can you identify the key behaviors, performance indicators, personal characteristics, and technical skills that are required for the job at hand?

What examples from your own skill set might be applied when answering a behavioral-based question?

Common pitfall: Trying to memorize all of the possible behavioral-based questions that you may face. A more effective strategy is to break down the job description (as we are doing here), pick your best examples to give to the employer as evidence of your potential to meet those qualifications, and practice describing your examples using the formula.


Understand Behavior Based Interviews

Use STAR model to formulate your answers:

SPECIFIC examples are the key to success! Quantify if possible (“increased membership by 25%...”) Quote (“my supervisor told me…”) Pinpoint changes or improvements resulting from your action

STAR MODEL

Situation - Describe a specific event or situation, of what you have done in the past do NOT provide a generalized description

Task - What goal were you working toward?

Action - Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU

Result - Describe the outcome of your actions and don’t be shy about taking credit for your behavior.


A STAR Response Example

“Describe a work or school project that challenged your technical skills.”

Specific situation/task: At my internship last summer, my engineering skills were put to the test when I was given the assignment of reviewing Product Line-A to identify the issues and increase production.

Action: I had never been faced with such an assignment, so before I started, I first did some research to understand the current process and identify the problem area of product line-a. I talked with the line operators, conducted a time study I had learned in class and talked to the supervisor. After gathering the data, I realized that the machine operators had to take 200 steps to complete the process for one part and there was a significant amount of variation depending on the worker. I then began to assessed what changes I would need to make to improve the layout to make the workers more efficient and safe. After creating my new product line set up utilizing Lean methodologies. I also ran my recommendations by the line workers to gather their feedback to incorporate that in my line design.

Results: My recommendation was to re-design the layout of Product Line-A by changing the placement of 2 machines and 1 part bin to decrease the number of steps the line worker had to take from 200 to 75 thus reducing each part completion by 45 %. Not only will the re-design reduce the workers steps, but increase the company's bottom line as Product Line-A will now be increasing productivity to 300 parts per day. My supervisor was very excited about the findings and supported my recommended re-design. I then had the opportunity to present to the Plant Manager for final approval. The last week of my internship the re-design of Product Line-A was implemented and the workers had immediate and positive feedback. I also got an outstanding performance evaluation from my supervisor.


Interview Simulation Exercise

The Challenge:

Work in teams of two to come up with a question that might be used to assess the competency that will be shown on the screen


Desire to Lean

“ BBI Question”


Dealing with Ambiguity

“BBI Question”


Interview Simulation!! • Work with a partner to create a

STAR response to answer each of the questions that we’ve created,

• Be prepared to share with the group!


Interviewing for Results - Eaton Corporation

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