Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
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Competency
Types of Competencies
Competencies
Incumbents
Focus groups
Introductions
Brief discussion of job
Competency based interviewing
Validation of technical/functional skills where
necessary
Interviewee’s opportunity to ask questions
Close out
The STAR Approach
Situation in which you were involved
Group Discussions
Tests
Application Form
However…
No diversity-same mindsets
1. Screening Interview
• Assessing applicant on general characteristics (rather than on job
specific KSAO’s.
2. Selection Interview
• Used to assess specific job related KSAs
Panel interviews are more costly, but can offer the following
advantages:
• Representation of different viewpoints
• Specialist expertise
• Reduction of biases
Form of Questions:
Form of Questions:
Probing questions
Types of Questions:
• Background Questions
• Situational Questions
• Behavioral Questions
• Job Knowledge and other KSA questions
Designing the Interview Questions:
Types of Questions:
• Background Questions
Allows for direct questioning of work experience, training and
qualifications can be very specific:
e. g. What experience have you had erecting point of sale
material?
• Situational questions
• Identify specific activities representative of job use critical
incidents technique (e.g. dealing with customer complaints) and then
use this information to form questions
• Ask applicant how they would behave in this situation FUTURE
oriented
• Evaluated used BARS behaviorally anchored rating scales of 5
point likert scales on which examples of low, average and high
responses are written.
Designing the Interview Questions:
Types of Questions:
• Behavioral Interview Questions