Hey this article and questions on behavioural competencies are really nice and has amazing clarity... go thru this excerpt and then have a look at the detailed article...I was able to get it from icejobs.com
Behavioral Competencies - Questions
When conducting job interviews, it is important to ask questions not only about an applicant’s job knowledge and skills, but also of past work experiences. In particular, it is valuable to gather information in order to reveal how the applicant behaved in certain work situations. The applicant’s past behavior often predicts how he/she will respond in similar future situations.
This information is important because how an employee behaves in completing responsibilities is as critical as what the responsibilities are in the actual job. Identifying and assessing required key behaviors should contribute to the overall success of an employee in their position.
Prior to asking the behavioral interview questions, it is recommended to begin the interview with general introductory questions. The following are offered as suggestions:
· Please highlight your past jobs telling me the employment dates when you worked for companies and what your job duties were (candidate should not have resume in hand, they should be able to recite from memory). If there are any gaps in employment, inquire about the situation(s).
· I have reviewed your resume but would like to ask you to begin by giving me an overview of your education and experience as they relate to this position and why you are interested in this position.
· Please elaborate on one of the work experiences listed on your resume.
· What were your major responsibilities?
· What were some of the most difficult duties of that job?
· Who did you report to and who reported to you (title)?
· What special skills and knowledge were needed to perform the duties in your previous jobs?
· Your resume/application lists many job changes. Tell me about that.
· How has your present/previous job changed while you’ve held it?
· What unique talent do you offer? Why do you feel it is unique?
· What else should I know about your qualifications for this job?
The following attachment is a list of the Critical Performance Factors found on the Performance Development Program (PDP) form.
From India, Pune
11Behavioral Competencies - Questions
When conducting job interviews, it is important to ask questions not only about an applicant’s job knowledge and skills, but also of past work experiences. In particular, it is valuable to gather information in order to reveal how the applicant behaved in certain work situations. The applicant’s past behavior often predicts how he/she will respond in similar future situations.
This information is important because how an employee behaves in completing responsibilities is as critical as what the responsibilities are in the actual job. Identifying and assessing required key behaviors should contribute to the overall success of an employee in their position.
Prior to asking the behavioral interview questions, it is recommended to begin the interview with general introductory questions. The following are offered as suggestions:
· Please highlight your past jobs telling me the employment dates when you worked for companies and what your job duties were (candidate should not have resume in hand, they should be able to recite from memory). If there are any gaps in employment, inquire about the situation(s).
· I have reviewed your resume but would like to ask you to begin by giving me an overview of your education and experience as they relate to this position and why you are interested in this position.
· Please elaborate on one of the work experiences listed on your resume.
· What were your major responsibilities?
· What were some of the most difficult duties of that job?
· Who did you report to and who reported to you (title)?
· What special skills and knowledge were needed to perform the duties in your previous jobs?
· Your resume/application lists many job changes. Tell me about that.
· How has your present/previous job changed while you’ve held it?
· What unique talent do you offer? Why do you feel it is unique?
· What else should I know about your qualifications for this job?
The following attachment is a list of the Critical Performance Factors found on the Performance Development Program (PDP) form.
From India, Pune
We use behavioural competencies in the recruitment and selection process for all teaching and non teaching vacancies. Competencies are chosen to define the behavioural skills necessary to fulfil a job.
The competencies will apply at different levels depending on the particular job. It is important to address how you meet the behavioural competencies advertised by giving concrete examples from your own experience (work or otherwise).
From Vietnam, Bac Ninh
The competencies will apply at different levels depending on the particular job. It is important to address how you meet the behavioural competencies advertised by giving concrete examples from your own experience (work or otherwise).
From Vietnam, Bac Ninh
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Africa-vacancie s-behavioural-c ompetencies-ext ernal.doc
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