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Interview Mastery - Unleash Candidate's True Competencies

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Information about Interview Mastery - Unleash Candidate's True Competencies
Business & Mgmt

Published on February 19, 2014

Author: ekkapobchitpanorak

Source: slideshare.net

Description

Interview Mastery - Unleash Candidate's True Competencies
Behavioral Even Interview & Probing techniques
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INTERVIEW MASTERY http://www.icebergcanada.com

things a person knows how to do well what a person knows about a particular substantive area the image a person projects to others – person’s values what one believes is important to do the way a person sees him/herself – the internal concept of identity relatively enduring and stable characteristics of a person’s behavior natural and constant thoughts and preferences in a particular area

compentency Any characteristic of a person that differentiates levels of performance Related to Superior performance in a job Enable Superior Performers to Critical Behaviors

Introducing coding

coding a scoring technique used to analyze interview data for EVIDENCE of behaviors Identify what is codable and what is not codable <if> codable, identify which competency then identify the level of the competency

codable data dialogue that contains behaviors actually demonstrated by the interviewee personal thoughts/feelings at the time of the situation Did the action/thought/feeling of the interviewee actually occur at that time?

five rules of codable info “I” instead of “We” actually happened specific to a situation clearly identify evidence of a competency must NOT come from leading questions

exam “Usually I always try and get everyone working together, get everyone involved in the work. I always think that’s important.” “I feel as if that meeting should have gone differently. The way things have turned out, my idea would have worked. I think he should have listened to me.”

behavioral event interview (bei) past performance/behavior is the best method to predict future behavior/success

BEI STEPS 1. Introduction & explanation of the reason for the interview 2. Career History and Current Job Responsibilities 3. Specific Events Story Overview Detail of the Story  Successful Story or “High Point”  Frustrating Story or “Low Point” 4. Additional Information (if appropriate) 5. Closing

discussion structure 10-15 mins 1.5 – 2 hrs 5 mins 5 mins Introduction Career History & Current Job Responsibilities High Point Low Point High Point Low Point Additional information (if needed) Closing http://photography.nationalgeographic.com

four specific events Transition to the main part of the interview Reiterate expectations       Specific and Interesting event at work Personal involvement Recent event at within least 2 years Specific detail I vs. We Did, Said, Thought, Felt Successful story first Time to think

Feeling FACT Actions Context Thoughts Detail probing approach

Feeling “How did you feel when that happened?” Actions “What did you say?” Context “Tell me about the situation” “What was the outcome?” “Who was involved?” Thinking “What was going through your mind at that point?” “What were you thinking?”

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