HCAD 710 Interviewing QUESTION AND ANSWER RATED 2022

HCAD 710 Interviewing QUESTION AND ANSWER RATED 2022Situational Behavioral Interview Techniques (SBIT) attempts to use previous job performance (behavior) to predict future performance at work seeks to uncover and evaluate both, using outcomes from actual work situations the applicant has encountered in the past to predict future performance (behavior) in a new job employers using this technique analyze jobs and define the skills and qualities that high-level performers have exhibited in that job. STAR Interview response method Interview response method is a way of answering behavioral interview questions Situation: Describe the context within which you performed a job or faced a challenge at work. For example, perhaps you were working on a group project, or you had a conflict with a coworker. This situation can be drawn from a work experience, a volunteer position, or any other relevant event. Be as specific as possible. Task: Next, describe your responsibility in that situation. Perhaps you had to help your group complete a project within a tight deadline, resolve a conflict with a coworker, or hit a sales target. Action: You then describe how you completed the task or endeavored to meet the challenge. Focus on what you did, rather than what your team, boss, or coworker did. (Tip: Instead of saying, "We did xyx," say "I did xyz.") Result: Finally, explain the outcomes or results generated by the action taken. It may be helpful to emphasize what you accomplished, or what you learned. 01:13 01:39 Fact-based or general questions "How many years did you work at [company x?]" clarify information listed on the candidate's resume asks about why the candidate wants to pursue a job in a specific field or with your company Situational or hypothetical questions "What would you do if you saw a coworker stealing from the company?" Stress questions "Why would we hire you? You have no experience." intentionally put the candidate in a stressful situation objective of these questions is to learn how the candidate reacts to stressful confrontations important for police officers and customer service representatives Behavioral questions "Tell me about a time when you initiated a project that resulted in increased productivity?" Interview Structure Part one: Introduction Set the candidate at ease with a couple minutes of small talk. Ask about the weather or traffic (but avoid questions about children or anything else that could be considered discriminatory). Ask some general or factual questions. Explain how the interview process is going to work. Interview Structure Part two: Behavioral Questions Most of the interview should be spent asking specific behavioral questions based on the criteria you have outlined. Interview Structure Part three: Wrap-up Give the candidate the opportunity to ask you questions. Describe what the next steps are in the process and when you plan to follow-up. Thank the candidate for coming in, and walk them to either the lobby or the next interviewer.