基于胜任能力面试（PPT_44页）.ppt

20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 Memory Storage Properties of an Episode Time - When? Place - Where? People - Names? Sequence - Beginning / Middle / End Behaviour - What did YOU do? Consequences - What did YOU do next? The Monitor Competency – Drive for Results Tell me about an occasion when you have felt under pressure at work to achieve a particular goal? Describe the situation? Where were you? Who was involved? What happened exactly How did you react? What were the consequences? Competency Based Interviewing Phase Two Programme Objectives By the end of the programme you will be able to :- State the importance of the Selection Process Identify the stages of a selection interview Explain the theory and give examples of Behavioural Interviewing State the legal implications associated with recruitment Complete appropriate preparation prior to conducting a Competency Based Interview Demonstrate the techniques involved in selecting the right person for a position Conduct a Competency Based Interview to the standard of the Company Quote “ In an idealised world, our aim would be all persons in jobs perfectly suited to them and society. This aim assumes that each person should use his abilities, temperament and motivation in the best possible way for him; it also assumes that society will make the best possible use of its total manpower resources” Marvin Dunnette (1967) “Recruit in haste - Repent at leisure !” The Decision Process Objectives By the end of this session you will be able to:- Explain how to complete an Interview Assessment Form List the alternative actions you can take as a result of the interview State when and how references should be sought Interview Assessment Form Alternative Actions Following the Interview Shortlist the candidate Ask the candidate for a second interview Reject the candidate Refer the candidate to another department / hotel Offer Hold for another position Four Ques