High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job
AMACOM Div American Mgmt Assn, Sep 26, 2005 - Business & Economics - 192 pages
"Tell me about a time...." The words evoke a child's fairy-tale innocence. Yet when used by an interviewer, they can help to determine the suitability of a job candidate by eliciting real-world examples of behaviors and experience that can save you and your organization from making a bad hiring decision.
High-Impact Interview Questions shows you how to use competency-based behavioral interviewing methods that will uncover truly relevant and useful information. By having applicants describe specific situations from their own experience during previous jobs (rather than asking them hypothetical questions about "what would you do if..."), you'll be able to identify specific strengths and weaknesses that will tell you if you've found the right person for the job. But developing such behavior-based questions can be time-consuming and difficult.
High-Impact Interview Questions saves you both time and effort. The book contains 701 questions you'll be able to use or adapt for your own needs, matched to 62 in-demand skills such as customer focus, motivation, initiative, adaptability, teamwork, and more. It allows you to move immediately to the particular skills you want to measure, and quickly find just the right tough but necessary questions to ask during an interview.
Asking behavior-based questions is by far the best way to discover crucial details about job candidates. High-Impact Interview Questions gives you the tools and guidance you need to gather this important information before you hire.
What people are saying - Write a review
While some interviewers ask certain questions, it is useless to throw interview questions at a job seeker. Job interviewing is a skill set. A person must learn how to answer the question in combination with voice tone, body position, eye contact, natural pauses, and using personal examples. If you are job hunting, consider hiring a professional job interviewing coach that will custom design the questions most commonly asked in your field and then coach/drill you into perfect responses either in person or using some electronic medium like SKYPE, KAKAO, or other.
Try Charlie McGillicuddy LLC (919) 247-6717.
Brainteaser Interview Questions
Stepping Back to the Big Picture
The What When and Why of CompetencyBased Behavioral Interviewing
What Is CompetencyBased Behavioral Interviewing?
How Is CBBI Different from Other Interviewing Styles?
Moving to CBBI
Personal Growth and Development
Objections to CBBI
Why Use CompetencyBased Behavioral Interviewing?
Key Advantages of Using CBBI
CompetencyBased Behavioral Interview Questions
Soliciting Negative Incidents
Business AcumenUnderstanding the Organization
Caring About Direct Reports
Confronting Direct Report ProblemsIssuesConcerns
Developing Direct Reports
Providing Direction to Others
Fairness to Direct Reports
LearningKnowledge Acquisition and Application
SelfImprovement Learning and Development
Teamwork Working as a Team Player
Probing or FollowUp Questions
Initial Telephone Screening Interview
1 Developing and Using a Telephone Screening Form
2 Keeping the Interview Short
3 Avoiding an InDepth Discussion of the Job Requirements
Creating the Interview Guide
2 CBBI Questions
3 Rating Scales
Assembling the Interviewer Data
Where Do You Go from Here?
Individual Performance Improvement Plans
Training and Development