Ten Minute Guide to Conducting a Job Interview by William W. Larson

By William W. Larson

When you've got the accountability of choosing and comparing activity applicants, this ebook provides you with the instruments to hold out a good interview. in keeping with the philosophy that the easiest predictor of destiny luck is previous functionality, the consultant teaches you ways to investigate a role, assessment a resume, and plan and continue keep watch over of an interview. The checklist of pattern questions can assist you establish the appropriate individual for any activity establishing.

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They're designed to be. Questions are phrased to determine whether a candidate will react to the sarcasm and general nastiness of the interviewer, or maintain a sense of restraint and deal with questions in a noncombative manner. Will the candidate lose composure or maintain it in the midst of a stressful environment? Stress interviews are justified when job-related questions like these need to be answered: • • • Can the candidate survive the rigors of being part of a special services police unit where life and death situations are routine, or will the candidate come unglued and place his life and the lives of others in jeopardy?

Example of an Open Behavioral Question with Open Follow-Up Probes "Tell me about a time when you were completely over your head with work on a particular project. " The purpose of the question is to assess the candidate's ability to manage time. This question would be asked if being skilled in time management was one of the identified mandatory success factors. Follow-up probes could include questions such as these: • • • • • "That's interesting. " Note that the purpose of each of these open follow-up probes is to more fully explore the candidate's personal thoughts, feelings, motivations, and behavior.

Behaviorally based questions yield more valuable information about a candidate than questions normally asked in traditional interviews. Managers obtain and evaluate behavioral evidence of skills and abilities before making critical hiring decisions. Legal guidelines involving fairness in the selection process are respected. There is maximum assurance that a good match will ultimately exist between new hires and the jobs that they enter. Structured behavioral interviewing results in shorter new employee training time, higher initial productivity, and significantly lower rates of turnover.

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