They are functional, then those questions whose answers concerning what he did and how did what he did in previous real situations; whereas the interview as optimal resource competency. Through the stories about experiences it is possible to perceive how the applicant has faced different situations, what are the conceptions and values that govern their actions, the resources that has put into play to solve a conflict and blind spots present in each one of the events that explicit. This model assumes that the performance is causal, there is an intention (motivation, traits of personality, knowledge, and self-image), that leads to action (behavior indicators), which therefore determines a result (job performance). The questions focus on the past and current behaviour of the candidate. It is necessary to obtain specific examples of past performance, to assess the skills and knowledge of the candidates as well. Mode avoid cliche answers or that the interviewee say what you believe the interviewer want to hear, is referring to actual facts and the effective way in which he has served in those moments. It is necessary to migrants considering the discourse of the interviewee, i.e.

through active listening and delve into those aspects that have not been explicit. To understand the story, interpret the data and be sufficiently objectives if it is possible to be so-, is necessary to denature What we take for granted, hence asking about the obvious. Often, surprise and is the most efficient way of knowing how really thinks that we have before us. It is also necessary not to accept generalizations and reoriented the discourse of the applicant towards actual events in which have participated actively. Accept generic answers, prevents us from knowing the way in which the interviewee has responded or acted to different stimuli and generally leads us to hypothesize guided by our opinion and not supported by facts.

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