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The Job Behavioral Interview
| Nr. | Название главы | Стр. |
| Annotation | 3 | |
| Introduction | 4 | |
| 1. | Types of job interview | 5 |
| 1.1. | The screening interview | 5 |
| 1.2. | The selection interview | 5 |
| 1.3. | The group interview | ..5 |
| 1.4. | The panel interview | 6 |
| 1.5. | The stress interview | 6 |
| 2. | Behavioral interview | 6 |
| 2.1. | Traditional interview vs. behavioral | ...6 |
| 2.2. | Preparation for the behavioral interview | 7 |
| 2.3. | During the behavioral interview | 8 |
| 3. | Conclusion | 8 |
| 4. | References | 9 |
2.3 During the Behavioral Interview
During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to include these points in your answer:
A specific situation
The tasks that needed to be done
The action you took
The results i.e. what happened
It's important to keep in mind that there are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers aren't what the interviewer is looking for, this position may not be the best job for you anyway Cohen (2001)
3. Conclusion
Interviewing and hiring people who will be great employees who fit well in your organization is a challenge.
Behavioral interviews are the best tool you have to identify candidates who have the behavioral traits and characteristics that you have selected as necessary for success in a particular job.
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The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all of the attention that the job interview receives, it is still a powerful force in hiring. Other background checking and work history references provide much less personalized and more factual information. But the job interview remains key to assessing the candidate's cultural fit. The job interview remains the tool you can use to get to know your candidate on a more personal basis. The job interview process helps other employees “own” the new employee who joins your organization.
