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Behavioral Event Interviewing
Recruiting & Staffing
Behavioral Event Interviewing
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I am hiring for a trainer/librarian position, and have been asked to create an interview in which the candidates will have to teach a panel the basics of PowerPoint, the Internet, etc. The main respon
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Behavioral Event Interviewing
posted at 7/26/1999 7:41 PM EDT
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Posts: 1
First: 7/26/1999 Last: 7/26/1999 |
I am hiring for a trainer/librarian position, and have been asked to create an interview in which the candidates will have to teach a panel the basics of PowerPoint, the Internet, etc. The main responsibilities of the position will require this person to be teaching these classes, and we need to know that they are capable. Has anyone ever done anything like this before? I want to come up with something that is not too long, but will accurately show this persons skills. Any advice would be helpful. Thanks |
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Behavioral Event Interviewing
posted at 7/27/1999 1:42 AM EDT
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Posts: 2
First: 7/27/1999 Last: 7/27/1999 |
HELLO MCGINLEY
Have the applicte teach a class,with your guide lines on the material and how long you want the class to run.You become the genpig.mlevin@aware.com |
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Behavioral Event Interviewing
posted at 7/28/1999 3:24 AM EDT
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Posts: 67
First: 7/20/1999 Last: 6/30/2000 |
Just some suggestions -
Powerpoint - I'd ask them to describe to a "class" the main features of PPT, including developing a slide show using various aspects of PPT, i.e., transition effects, animation, etc. I'd only allow XX amount of time for preparation and XX amount of time for the presentation itself. This would test their knowledge because if they know it, they can pull a lesson plan together fairly quickly. This also tests their ability to think on their feet, not only in preparation, but also in the presentation itself - key skills for a teacher. For the Internet - what about describing the various search engines (names, what one can do via the engines, etc.)and demonstrating how to get into the Internet and access/move around the engines. |
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Behavioral Event Interviewing
posted at 7/31/1999 6:39 PM EDT
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Posts: 8
First: 7/31/1999 Last: 9/28/1999 |
Make sure you identify in advance the key characteristics you are looking for from this exercise .... i.e. clarity, pace, handling tough questions, eye contact, engagement, patience with a disruptive or disengaged student .... then have everyone who is evaluating each candidate do so by the same set of guidelines. A checklist should be used and the results quantified. You don;t always have to go with the highest number - assuming you have some other justification - but you should be able to demonstrate consistency from candidate to candidate. You should also always use at least 3 reviewers who have been briefed on the objectives of the assessment and on general hiring legalities and guidelines. |
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