Behavioral Interview Strategies
The size of the recruitment market in the United Kingdom has more than doubled over the last 10 years, and similar trends are being wi...
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The size of the recruitment market in the United Kingdom has more than doubled over the last 10 years, and similar trends are being witnesses across the major developed and developing countries across the globe. As a result, the business of head hunting has enjoyed a phenomenal boost. Companies are resorting to the assistance of recruiting firms when it comes to selecting the right candidates for their jobs. This is more so because most organizations today prefer to have a lean structure, with just enough manpower to manage the key functions. Outsourcing has, therefore, emerged as a popular trend.
Outsourced head hunting firms often use specific to evaluate candidates effectively. A lot of emphasis is laid on behavioral skills these days. Qualifications and experiences are just considered the basic screening parameters. The premise of behavioral interview strategies lies in the fact that past performances under similar conditions is a predictor of future success. The questions are precise and probing, extracting answers that are heavily dependent on your own personal behavioral traits, and hence difficult to fake. The whole aim of behavioral interview strategies is to unravel the real self of the candidate and analyze his intrinsic behavioral traits.
Behavioral Interview Strategies - Common Queries
Behavioral interview strategies are most often resorted to because direct answers normally provoke doctored responses, slated to please the employer. Such answers are hardly indicative of real time inclinations. Some of the common quests that lead to the implementation of such interview strategies include:
1. Is the candidate a self starter or would he need his superior to provide the required momentum every time there is a new job to be undertaken?
2. Is he capable of critical thinking or is his approach too generalized?
3. Does he possesses and exhibit the willingness to learn new things on the job, or is he too complacent to learn from others and firmly believes that he knows enough?
4. Is he flexible enough to incorporate newly acquired skills in his daily job routine?
5. Is he an ideal team player or would he be more productive working in isolation? Can he adjust himself to the other team members and create a coherent working unit?
6. Is he self confident or over confident?
7. Is he really keen on traveling extensively for job related tasks or are home comforts too precious for him?
Assessing the behavioral traits of candidates is best done by people trained and experienced in this art. This is why hiring the services of a professional recruitment firm is a good choice for many businesses.
Article Source:ezinearticles.com
Outsourced head hunting firms often use specific to evaluate candidates effectively. A lot of emphasis is laid on behavioral skills these days. Qualifications and experiences are just considered the basic screening parameters. The premise of behavioral interview strategies lies in the fact that past performances under similar conditions is a predictor of future success. The questions are precise and probing, extracting answers that are heavily dependent on your own personal behavioral traits, and hence difficult to fake. The whole aim of behavioral interview strategies is to unravel the real self of the candidate and analyze his intrinsic behavioral traits.
Behavioral Interview Strategies - Common Queries
Behavioral interview strategies are most often resorted to because direct answers normally provoke doctored responses, slated to please the employer. Such answers are hardly indicative of real time inclinations. Some of the common quests that lead to the implementation of such interview strategies include:
1. Is the candidate a self starter or would he need his superior to provide the required momentum every time there is a new job to be undertaken?
2. Is he capable of critical thinking or is his approach too generalized?
3. Does he possesses and exhibit the willingness to learn new things on the job, or is he too complacent to learn from others and firmly believes that he knows enough?
4. Is he flexible enough to incorporate newly acquired skills in his daily job routine?
5. Is he an ideal team player or would he be more productive working in isolation? Can he adjust himself to the other team members and create a coherent working unit?
6. Is he self confident or over confident?
7. Is he really keen on traveling extensively for job related tasks or are home comforts too precious for him?
Assessing the behavioral traits of candidates is best done by people trained and experienced in this art. This is why hiring the services of a professional recruitment firm is a good choice for many businesses.
