High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job

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AMACOM Div American Mgmt Assn, Sep 26, 2005 - Business & Economics - 192 pages
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"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.

 

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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.
 

Contents

Interviewing The Way It Is Warts and All
5
Situational Interview Questions
9
Brainteaser Interview Questions
11
Stepping Back to the Big Picture
14
The What When and Why of CompetencyBased Behavioral Interviewing
17
What Is CompetencyBased Behavioral Interviewing?
19
How Is CBBI Different from Other Interviewing Styles?
21
Moving to CBBI
24
Manager Relationships
77
Motivation
78
Negotiation
79
Organization
80
Partnering InternalExternal
81
Patience
82
Peer Relations
83
Personal Growth and Development
84

Objections to CBBI
31
Why Use CompetencyBased Behavioral Interviewing?
36
Key Advantages of Using CBBI
37
CompetencyBased Behavioral Interview Questions
39
Soliciting Negative Incidents
40
Analytical Skills
43
Business AcumenUnderstanding the Organization
44
Caring About Direct Reports
45
Change Management
46
Communication Oral
47
Communication Written
48
Compassion
49
Composure
50
Conflict Management
51
Confronting Direct Report ProblemsIssuesConcerns
52
Continuous Improvement
53
Cooperation
54
CreativityInnovation
55
Customer Focus
56
Decision Making
57
Delegation
59
Developing Direct Reports
60
Providing Direction to Others
61
Emotional IntelligenceAwareness
63
EthicsValuesIntegrity
64
Fairness to Direct Reports
66
FunctionalTechnicalJob Skills
67
Goal SettingAccomplishmentFocus
69
HiringStaffing
70
Using Humor
71
Information Gathering
72
Information Sharing
73
Interpersonal SkillsSavvy
74
LearningKnowledge Acquisition and Application
76
Perspective
85
PlanningPriority Setting
86
Political AwarenessSavvy
87
Presentation Skills
88
Process Management
90
Resource Management
91
Results Orientation
92
Risk Taking
93
SelfImprovement Learning and Development
94
StewardshipCorporate Citizenship
95
Strategic PlanningThinking
96
Systems Management
97
Taking Charge
98
Teamwork Working as a Team Player
100
Technology ManagementUtilization
101
Trust
102
Understanding Others
103
Probing or FollowUp Questions
105
Initial Telephone Screening Interview
111
1 Developing and Using a Telephone Screening Form
112
2 Keeping the Interview Short
124
3 Avoiding an InDepth Discussion of the Job Requirements
125
Creating the Interview Guide
127
2 CBBI Questions
130
3 Rating Scales
132
Assembling the Interviewer Data
149
Where Do You Go from Here?
153
Individual Performance Improvement Plans
156
Training and Development
157
Succession Planning
158
Resources and References
161
Index
167
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About the author (2005)

Victoria A. Hoevemeyer is Manager, Organizational Effectiveness, with APAC Customer Services, Inc. She has more than 20 years’ experience as a specialist in organizational development, leadership development, and management development. She has helped many organizations make the conversion from traditional to behavior-based interviewing.

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