meomeo_kute
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Chia sẻ với các bạn ebook The EQ interview finding employees high emotional intelligence part 2
Behavior-based interviewing forms the fundamental theoretical
base for the questions in this book. Behavior-based interviewing ex-
amines past behavior and how that behavior contributes to a person’s
success. Behavior-based interviewing in a structured format has the
highest validity of all interviewing tools, according to a study by Ryan
and Tippins from Michigan State University.7 Unfortunately, some man-
agers rely solely on the tools of gut instinct and chemistry to predict
a person’s effectiveness. We recommend behavior-based interviewing,
following a defined structure, and noting and rating answers based on
a Likert scale as the most useful methods for interviewing candidates.
We believe that these methods give the interviewer important data to
quantify gut instincts and overall impressions.
To gain an understanding of emotional intelligence, the inter-
viewer will examine the very nature of the behaviors that led to suc-
cessful results. We believe it is possible for a candidate to have very
successful results while at the same time wreaking havoc on peers or
others within the organization. The questions in this book examine
the behavioral consequences or impact of the successful results, not
just the results. For example, a line manager may have a great pro-
duction record in his unit, but may have accomplished this goal by ig-
noring the needs of peers and may in fact be blind to the
các bạn download về để xem đầy đủ nhé
¨°
(Sống tốt mỗi ngày) °
Behavior-based interviewing forms the fundamental theoretical
base for the questions in this book. Behavior-based interviewing ex-
amines past behavior and how that behavior contributes to a person’s
success. Behavior-based interviewing in a structured format has the
highest validity of all interviewing tools, according to a study by Ryan
and Tippins from Michigan State University.7 Unfortunately, some man-
agers rely solely on the tools of gut instinct and chemistry to predict
a person’s effectiveness. We recommend behavior-based interviewing,
following a defined structure, and noting and rating answers based on
a Likert scale as the most useful methods for interviewing candidates.
We believe that these methods give the interviewer important data to
quantify gut instincts and overall impressions.
To gain an understanding of emotional intelligence, the inter-
viewer will examine the very nature of the behaviors that led to suc-
cessful results. We believe it is possible for a candidate to have very
successful results while at the same time wreaking havoc on peers or
others within the organization. The questions in this book examine
the behavioral consequences or impact of the successful results, not
just the results. For example, a line manager may have a great pro-
duction record in his unit, but may have accomplished this goal by ig-
noring the needs of peers and may in fact be blind to the
các bạn download về để xem đầy đủ nhé
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(Sống tốt mỗi ngày) °