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Every interviewer is looking for an ideal candidate for their organization. To get the job you need to be their ideal candidate. So, what is an ideal candidate? Definition of an ideal candidate can differ from organization to organization. These are the most common criteria: (more…)
Most publications dealing with job search include an extensive section concerning the “job interview.” Our manual, therefore, try not being in those tips that they often contain or insist on telling recurring situations too. (more…)
They are based on the discovery of how the interview acted in a previous job and the situations specific behavior related to it. The logic is how he behaved in the past?, Predict how they will behave in future performance. (more…)
One of the varieties of in-depth interviews, its main feature is the status and competence of the respondent, who wants an experienced member of the studied markets. Expert interviews include getting the respondent to answer detailed questions about the trends and characteristics of market forecasts of its development.
The experts – experts who know the specific part of the phenomenon. In most cases, expert interviews conducted with company executives or directors of major departments, representatives of executive and legislative authority of the regions, scientists, universities and research organizations, non-government employees, private expert or advisory bodies, members of expert panels, etc. (more…)
The interview begins like any other, exchanged pleasantries and then the interviewer starts asking really strange, specific questions. “Give me a specific example of a time when you didn’t meet a deadline.” Your mind races for an example which answers the question and then turns that failure into a success as suggested by your highly regarded interviewing book. The problem is that your outdated book taught you how to interview for traditional interviews-not behavioral (competency-based) interviews. (more…)
This interview technique is quickly becoming a favorite among employers. You will know you are in a behavioral interview when the interviewer starts asking you for specific examples of past performance.
The basic premise driving behavioral (competency-based) interviews is that an applicant’s recent, relevant past performance is the best predictor of future performance, in a similar environment. You can rest assured that a behavior-based interview question is directly linked to an important task or essential function of the position. (more…)
Behavioral Interview Questions and Follow-up Probes
The following example asks the same question behaviorally. Make a decision when asked.
Interviewer:
Give me a specific example of a time when you had to work with a difficult customer?
Applicant:
I was working for an equipment rental company and I could see that one of the customers was really impatient. We were understaffed at the time. I was trying to run the cash register and help customers at the same time. (more…)