By Raúl Gorrín.- The selection of the appropriate candidate to
perform a particular job should be carried out with rigor their abilities to
determine if they adapt to the requirements. The competency interview is a tool
that can help this process and differs from the traditional interview because
it seeks to discover the person's experience and level of performance. The
coach who uses the skills interview directs his action to determine the
parameters that indicate the candidate profile.
You want to know what the
candidate has done, what his / her background, what positions he / she has
played and how he / she has done it (in case of the candidate's first job), his
/ her academic career will be evaluated. Meanwhile, the interview is intended
to inquire into the person's experience.
The important thing is to
resort to incidents that have taken place during the performance of the candidate
in his professional capacity to anticipate what his behavior and his answers
will be if he is selected and take charge of the position in which he wants to
fill the vacancy.
One of these instruments is
the STAR method, (Situation + Task + Action + Result). It is to produce
flashback questions that help to determine the type of response to a given
situation. In the structured interview it is essential to search the candidate
to determine the motivation degree. It
is therefore very important to learn how to apply the structured
interview. Of course, you need to plan
the questions and know how evaluate every answer in the correctly way.
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