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HR Interview Questions/Methods
posted at 8/26/2011 6:32 AM EDT
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Posts: 2
First: 8/25/2011 Last: 8/26/2011 |
Hi,
I agreed with you. Any way, your points of view make me thinking about some thing for my project. Pls try to keep posting. Tks and best regards Apart from that, you also can ref more resources at: http://interviewquestionsandanswers.biz/situational-interview-questions/ Best rgs |
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Re: HR Interview Questions/Methods
posted at 1/12/2012 9:40 AM EST
on Workforce Management
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Posts: 1
First: 1/12/2012 Last: 1/12/2012 |
I agree that behavior-focused qeustions are the best no matter what the position. Here's an excerpt on behavior-focused interviewing from my soon-to-be-published book titled "Hire Like You Just Beat Cancer: Hiring Lessons For Managers From A Cancer-Surviving Executive": Behavior-focused interviewing centers on the belief that past behavior is the best predictor of future conduct. During your interviews, seek to uncover a pattern of recurring behaviors. In general, here’s how: 1. Ask open-ended questions in the past tense. Example: “What exactly did you say to him?”2. Not theoretical questions like, “How do you typically handle tough customers?” Ask a behavior-focused question: “Give me an example of how you handled a tough customer.” 3. Don’t ask leading questions: “Did you do that to motivate the group?” Behavior-focused: “Why did you do that?” 4. Don’t provide leading information such as, “We look for candidates who are committed to working here for 10 years or more.” Candidates will ask you questions about the job. Be cordial, but don’t “tip your hand” by giving information that will coach the candidate to answer your questions. 5. Not close-ended questions: “Would you say you’re comfortable having hard conversations?” Behavior-focused: “How do you feel after having a hard conversation?” Some theoretical, leading, and close-ended questions can be appropriate during your interview depending on the situation and outcome you are striving to achieve. You just need to recognize them for what they are. If you only ask theoretical, leading, and close-ended questions and no behavior-focused questions, you will never learn what’s in the person and you will make bad hiring decisions. It is a mistake to hire a candidate based only on their promises. Don’t believe them when they say, “I’m a gonna …” Skeptically validate their answers with behavior-focused questions. |
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