行為模式面試 Behavioral interviews

Behavioral interviews/questions

Behavioral interviews/questions use past behaviour as a predictor of future performance. This interview method is also referred to as targeted selection. Applicants have to be able to give specific examples of their experiences as a way of showing that they can meet the critical requirements of a job. In theory, such interviews should involve a number of interviewers, though this is not always the case.

Examples of how a behavioral interview may operate can be understood by thinking about the following interview questions. Here are some interview questions, first presented in a direct interview format and then as behavioral questions.

"Are you good at problem solving?" becomes "Describe a problem you have been asked to solve. What did you do? What alternatives did you consider? Did you succeed or fail? Why?"
"How do you go about making decisions?" becomes "Give me an example of a good decision you have made recently. What were the alternatives you considered? Why was it a good decision?"

Behavioral simulations--creating a work-related scenario--can be used to supplement information collected during the interview. For example, in an interview for a position which requires a lot of client contact and customer service, the following work place problem may be created: "Imagine your major client phones on a Friday afternoon with a problem which requires immediate attention and a solution before Monday morning. However, you have committed yourself to a social weekend with your immediate supervisor and other managers who may be able to assist your progress through the organisation. What is your response to this situation?"

Your answers to these sorts of simulations can reveal your approach to prioritising, problem-solving, loyalty and commitment. In preparing for such interviews, you need to carefully research the qualities required to carry out the job, and then reflect on how your previous experiences could be relevant and could be used to demonstrate your competence and suitability. Real experiences, not simply what you may do in hypothetical situations, give the interviewers an idea of your ability.

--------------------------------------------------------------------------------

predictor n. 預(yù)測器                    be referred to as被稱為
target vt.瞄準(zhǔn)，定向                  critical adj.關(guān)鍵的
alternative n.備選方案               simulation n.模擬
scenario n.場景                         supplement vt.補充
commit vt.承諾，致力于              immediate supervisor 頂頭上司
social weekend 周末社交           prioritise vt.以優(yōu)先順序排列
loyalty n.忠誠                            commitment n.致力，守諾
reflect vi.思考                            relevant adj.相關(guān)的
demonstrate vt.證實, 展示         competence n.能力
hypothetical adj.假設(shè)的      

【行為模式面試 Behavioral interviews】相關(guān)文章：

Job Interviews - Advice and Tips for Job Interviews06-13

Interview preparation/mock interviews06-01

行為面試的面試問題和答案05-25

面試技巧之行為舉止10-18

java設(shè)計模式面試題08-17

HR面試最討厭的7種行為05-19

職場法則：成功職場人不要做6種行為模式的影子09-23

國考面試禮儀之行為舉止技巧06-09

ＨＲ行為專家講面試的十條細節(jié)09-04

行為研究專家傳授面試的十個小訣竅07-06