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I think Situational is some thing going on and behavioural is some thing nature,
I think behavioral questions are useless.
Hypothetical questions are used in structured situational-based interviews to put a situation to the candidate and ask them how they would respond... Behavioral event questions as used in behavioral- based structured interviews aim to get candidates to tell you how they would behave in situations that have been identified as critical to successful job performance
The answers we are given depends on the questions we ask, how and when we ask these questions for complex question can not be asked in a rush manner and we expect concrete answers.
We must be careful with the types of questions we ask, and where we ask them, for certain questions need time to be answered.
To gain the best results from you questions asked to the respondent would it not be best to combine the behavioral and situation questions relating to the applicants past experiences as well as the organisation where he/she is applying for a position now?
Asking the right questions will enable the interviewer to establish different types behaviour, interactions and/or reactions to different situations in the workplace. The questions should help the interviewers gauge the understanding about the strength, stability and personality of the applicant. The questions must be should be brief and concise to the point.
Is it possible to make room for editing on comments if one makes a typing, spelling or grammatical error?
The main objective in this model is to have structured framework so that each applicant is asked the same question, scored with consistent rating process to avoid prejudices and ensure fairness for all applicants. Some companies prefer several rounds of screening to discover additional facets of the applicants' attitude or skills to gauge a well rounded opinion of the applicant from a more diverse perspective. There are two types of questions, 1. behavioural and 2. situational.
It is important to ask the same questions of each applicant because you need to compare apples with apples when making your decision.
The best interviews follow a structured framework in which each applicant is asked the same questions and is scored with a consistent rating process. Having a common set of information about the applicants upon which to compare after all the interviews have been conducted allows hiring managers to avoid prejudices and all interviewees are ensured a fair chance.
Many companies choose to use several rounds of screening with different interviewers to discover additional facets of the applicant’s attitude or skill as well as develop a more well-rounded opinion of the applicant from diverse perspectives.
Two common types of questions are asked at interviews: behavioral questions and situational questions.
Using behavioral questions, the interviewer asks the applicant to reflect on his or her past experiences. After deciding what skills are needed for the position, the interviewer will ask questions to find out if the candidate possesses these skills. The purpose of behavioral questions is to find links between the job’s requirement and how the applicant’s experience and past behaviors match those requirements.
Examples of behavioral questions:
Describe a time when you were faced with a stressful situation. How did you handle the situation?
Give me an example of when you showed initiative and assumed a leadership role?
A situational interview question requires the applicant to explain how he or she would handle a series of hypothetical situations. Situational-based questions evaluate the applicant’s judgment, ability, and knowledge. Before administering this type of interview, it is a good idea for the hiring manager to consider possible responses and develop a scoring key for evaluation purposes.
Examples of situational questions:
You and a colleague are working on a project together; however, your colleague fails to do his agreed portion of the work. What would you do?
A client approaches you and claims that she has not received a payment that supposedly had been sent five days ago from your office. She is very angry. What would you do?
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