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Interview Mastery - Unleash Candidate's True Competencies Behavioral Even Interview & Probing techniques
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INTERVIEW MASTERY
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
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
BEI
STE
PS
discussion structure
Introduction Closing High Point
Low Point
High Point
Low Point
Career History & Current Job
Responsibilities
10-15 mins
5 mins
1.5 – 2 hrs 5 mins
Additional information (if needed)
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
Thoughts
Context
Actions
Feeling
FACT
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?”