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Actual for You - Hire Winners: Ask the Right Questions
The world that people live and work in is complex. The behaviours and skills required to solve a simple problem are always multi-dimensional. And yet much, or indeed most, training developed and executed in corporate training programmes are linear in nature. This mismatch between the real world and the training world makes it a certainty that organisations are wasting their training dollar.Even at the simplest level of required knowledge acquisition the old fashioned “chalk and talk”, where
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions t
When you first learn to swim you may be afraid of the water.When you work with other people there may be areas of talk where you may not be prepared to go for the same reason.In order to overcome the swimming phobia you have to learn to swim - and you can be taught.In order to develop your innovation skills you may not be able to be taught - you have to learn yourself, albeit in the right environment.If you described to other people how you might swim, and what the problems were -
A behavioral example is a description, by the job applicant, of a specific event that shows in detail how she did something or handled a problem or made a decision. The rationale for asking for behavioral examples is the notion that the best predictor of what individuals will do in the future is what they have done in the past.
Let’s take a typical interview question and turn it into one that leads to getting a good behavioral example of a specific trait required for a position.
Q. “What is one of your strong points?”
A. “I feel that one of my strong point is that I ‘m very determined and hard-working.”
Q. “Can you give me an example of when you went the extra mile to get your job done?”
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions ty
In this issue, I will share my experience acquired from the conglomerate and its operating companies. For the purpose of this article, I will articulate the Systems Perspective which is the last Values and Concepts in Malcolm Baldrige Criteria. As before, I will use case studies to show how some of the companies implement them.To recap, below are the Eleven Core Values and Concepts of Baldrige Criteria:Visionary Leadership | Customer-Driven Excellence | Organizational and
A behavioral example is a description, by the job applicant, of a specific event that shows in detail how she did something or handled a problem or made a decision. The rationale for asking for behavioral examples is the notion that the best predictor of what individuals will do in the future is what they have done in the past.
Let’s take a typical interview question and turn it into one that leads to getting a good behavioral example of a specific trait required for a position.
Q. “What is one of your strong points?”
A. “I feel that one of my strong point is that I ‘m very determined and hard-working.”
Q. “Can you give me an example of when you went the extra mile to get your job done?”
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions t
Conference events include quite a few different types of activities. Most often they include meals, accommodations, and special speaking engagements. They also may include various types of entertainment. It all depends upon the purpose of the conference. Conference events are often designed to motivate and educate. This can be done either with the conference attendees passively listening to speakers, or through hands on group and team participation. All activities that take place at conference events (besides
Q. “What is one of your strong points?”
A. “I feel that one of my strong point is that I ‘m very determined and hard-working.”
Q. “Can you give me an example of when you went the extra mile to get your job done?”
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions t
Although companies have much in common with one another, they also differ in many ways. Some companies are large, some are small and some operate in only one product area, others operate in many diversified areas. Some operate in a small geographic area whereas others do business in many countries of the world. To cope with these varied objectives, strategies and situations, companies adopt different structures.Departmentation is the process of dividing the company into manageable subunits. The subuni
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions t
Gifts play a significant role in strengthening relationships. The same rule applies to business too. One important reason for giving gifts is for business purposes.Like a wedding, a business deals with people. So, it is proper to give useful gifts. Various people can give business gifts on various occasions. To elaborate, employees can present gifts to employers, and vice-versa. Announcements like pay hikes or extra perks for employees are gift-giving occasions. In return, to honor the employer, you ca
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions typically contain phrases like:
- “Tell me about a time when.....”
- “Give me an example of......"
- “How did you.....?”
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of interviewing you can also gain behavioral examples related to specific skills. For example:
Motivate Others
“Tell me about a time when you needed to motivate your staff and had to deal with morale problems.”
Time Management
“Tell me about a time you had a very busy day at your last job. How did you organize your day and get your job done?”
Decisiveness
“Give me an example of a decision you had to make quickly under pressure. How did you approach it, and how did it work out?”
Problem-solving
“What was a problem that you had to deal with in your last job? Tell me how you went about solving it.”
After the person has answered your initial question, you can then probe for more detail---what they did; how they felt; what they said; etc. Probes encourage the applicant to elaborate and to c
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