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 管理笔记 (2) -- How To Interview |
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seattle
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作者：seattle 在 海归商务 发贴, 来自【海归网】 http://www.haiguinet.com
Needless to say the importance of hiring the right employees at the first place. I have been in the belief that there is no bad employee, but there can only be a bad manager. More often than not, an employee does not perform not because he/she cannot, but because s/he is ill used or misplaced.
You ask questions and get answers to find about a candidate. Usually, there are 3 types of questions interviewers can ask:
1. Questions to find how fast and well a person thinks (they say MicroSoft uses a lot of such questions);
2. Questions for skill and experience testing;
3. Behavioral questions -- questions about this candidate as a person.
For most technical positions you focus on question types 1 and 2. For some other positions, especially positions that require people skills, you have to ask behavioral questions as well. However, many of us are confused with the different ways to ask the different types of questions.
For questionsn types 1 and 2, you can raise them in a theoretical way, such as "If ... how will you do it?" For behavioral questions you cannot do the same. Reason is simple, a theoretical question only test a candidate's knowledge -- and thus can find out if he knows how to handle it, but possesion of that knowledge does not mean the person will behave that way. YOu need to find out about the candidate's actual behavior in such a situation rather than his/her knowledge of that behavior.
Therefore, instead of raising the question in a "if ... then ... " format, ask the candidate to give an example of how he takes care of a certain situation in his/her past. For example, you can tell the candidate to "please tell me how you walked into a new company, and made the best use of the senior people already in the team who had good experience?" instead of asking: "Let's imagine, if you walk into a new company and there are lots of exerienced senior people, how will you make the best use of them?"
To get good answer to your behavior question, you should remember the "STAR" concept: Situation, Task, Action, Result. What was the background situation, what was the candidate needed to do, what did he do, what were the consequences.
We can only rely on solid past behavior to predicate his/her future action.
I don't trust empty words. For example, in my interviews, I don't give any credit to words like "I am a hard worker, I am intellegient, creative ... etc etc." I want good examples. If you say you have a wide range of interest, and you are a hard worker, and you don't know even know some of the common web sites of your skill areas, and know nothing about the trend of your technology, then you are lying.
作者：seattle 在 海归商务 发贴, 来自【海归网】 http://www.haiguinet.com
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 管理笔记 (2) -- How To Interview -- seattle - (2770 Byte) 2006-2-14 周二, 17:30 (2576 reads) - 从应聘人的角度看 -- 哪里非也 - (156 Byte) 2006-2-15 周三, 11:23 (394 reads)
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