DIY (Do It Yourself) TutorialThe Behavioral Based Interview.ppt
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1、DIY (Do It Yourself) TutorialThe Behavioral Based Interview,West Chester UniversityHR Employment Services and Office of Organizational Development Fall 2006,Are you ready?,Have you conducted a job analysis, updated the job description and set standards and expectations for the position? If the answe
2、r is “yes”, this tutorial will prepare you to choose the best from the rest! Tutorial Objectives: Formulate behavioral based interview questions Effectively prepare you for all six parts of the interview,How to Use the Competency Model to Formulate Behavioral Based Questions,By analyzing the recent
3、past, you are able to: Identify Critical Competencies Identify Critical Success Factors (CFSs) Clarify the “ideal” candidate,Step One: Identify Competencies,West Chester University Competency Model identifies important competencies that employees should have to support the Universitys Plan for Excel
4、lence. A list of these competencies can be found in the bottom left quadrant of the HR Office of Organizational Development website www.wcupa.edu/hr/training.,Step One: Identify Competencies (Cont.),Vital Competencies (Sample): Knowledge especially on feelings and opinions Explain that you are takin
5、g notes to ensure accuracy.,DO: Use positive reinforcement Be friendly, open and natural Show appreciation and praise Show signs that you are listening to them Focus talkative applicants Allow for silenceApplicants need time to think prior to answering Rate the applicants skills against your notes s
6、oon after the interview.,The Donts of Behavior-based Interviewing,DONT: Ask leading questions Ask theoretical questions Jump to conclusions Ask questions that will get you and the university in legal trouble (see slide on Employment Law) Let vague statements, opinions and feelings get by you,Follow
7、Up Questions,Competency Needed: Project Management Interview Question: Can you think of a specific time when you lead a team on an assignment and was faced with resistance. Applicant Answer: There was a new program we had to get off the ground that everyone thought wasnt going to draw students inter
8、est. It ended up working and everyone was happy. Be weary of candidates vague statements and aware of their feeling and opinion statements. Possible Follow-Up Question/s: How did you get it done? How many people were on your team? Tell me how you overcame the resistance to the new program? What stra
9、tegies did you use? What made the team members happy in the end? What were some lessons learned through that experience? What would you have done differently? What was your biggest disappointment on that assignment?,Crash Slide in Employment Law,Interview questions should never be asked related to t
10、hese topics: Medical or mental health history Marital status Sexual orientation Age Child care, family planning or number of children Religion or religious beliefs Disabilities Receipt of unemployment insurance, workers compensation, or disability benefits National origin and citizenship Physical ch
11、aracteristics Membership in professional or civic organizations that would reveal national origin, race, religion, or any of the other protected classes,Get in the Interviewing Mindset,What is the purpose of the interview? Collect information about the applicant. Does the person have the work experi
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