Behavioural Interview :
An abundance of information is available to instruct interviewees on strategies for
improving their performance in a job interview. Information used by interviewees comes from a variety of sources ranging from popular how-to books to formal coaching programs, sometimes even provided by the hiring organization. Within the more formal
coaching programs, there are two general types of coacliing.
One type of coaching is designed to teach interviewees how to perform better in the interview by focusing on how to behave and present oneself. This type of coaching is focused on improving aspects of the interview that are not necessarily related to the specific element of performing the job tasks. This type of coaching could include how to dress, how to display nonverbal behaviors (head nods, smiling, eye contact), verbal cues (how fast to speak, speech volume, articulation, pitch) and impression management tactics.
Another type of coaching is designed to focus interviewees on the content specifically
relevant to describing ones qualifications for the job, in order to help improve their answers to interview questions. This coaching, therefore, focuses on improving the
interviewee’s understanding of the skills, abilities and traits the interviewer is attempting to assess and responding with relevant experience that demonstrates these skills.
For example, this type of coaching might teach an interviewee to use the STAR
approach for answering behavioral interview questions.
An example coaching program might include several sections focusing on various aspects of the interview. It could include a section designed to introduce interviewees to the interview process and explain how this process works (e.g., administration of interview, interview day, logistics, different types of interviews, advantages of structured interviews). It would also include a section designed to provide feedback to help the interviewee to improve their performance in the interview, as well as a section involving practice answering example interview questions.
An additional section providing general interview tips about how to behave and present oneself could also be included. It is useful to consider coaching in the context of the competing goals of the interviewer and interviewee. The interviewee’s goal is typically to perform well (i.e. obtain high interview ratings), in order to get hired. On the other hand, the interviewer’s goal is to obtain job-relevant information in order to determine whether the applicant has the skills, abilities and traits believed by the organization to be indicators of successful job performance.
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