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The purpose of this site is to be a guide and source for those people whom in a circumstantial or continuous, direct or indirect way, are entailed with an interview as a tool for the personnel selection process.
The people who occasionally perform this task, the recently initiated and the human relations’ specialists will find one thousand and one synthesized and organized questions here, among which they will be able to choose the most convenient for each case, along with others they may consider appropriate.
In the first part, we explain how to begin, develop and register an interview. Even when it is directed to beginners, in general, it will be useful for the experts, thanks to the classified and wide questionnaires, original ideas and suggestions, obtained in twenty years of experience. It has a separate part for the future bosses of the candidate, to whom we suggest a special technique called “working during the interview”, applicable at the end of the selection process.
We have also introduced an important aspect in a globalized world as ours, such as the unacceptable questions from the legal point of view in other countries and those we consider unacceptable from the ethical point of view.
In the second part we detail, both for the professional and for the inexperienced ones the topic, how to pose the questions on the selection process by competencies.
We include and exercise of competencies comparisons among the postulants and a glossary of competence with definitions in three levels: young professionals or initial level, intermediate management level and executive level, where at the same time, we mention the ones we consider necessary to conduct a company in the XXI century.
In the third part, and as a compendious, we present a concrete example of how to register a search from the confection of the profile to the synthesis of the interview.
In this edition we have reviewed the whole book and we have added three new chapters: “The interview in depth”, where we present the reader simple and practical standards, in order to combine different questions so you can have a conversation as deep as possible within 40 minutes or an hour, during the selection interview; “Interview by competencies for specialists” for people interested in going deeper in the topic and “The interview by critic incidents”, where we explain different steps.

[Interview] [Content Map - PART I] [PART II] [Science & Art] [Preparation] [1st 60 Sec] [40 Education ?] [72 Work Goals ?] [57 Adaptability/?] [30 Adaptability ?] [80 Personality ?] [192 Capacities ?] [24 Common Sense ?] [32 Money & Goals ?] [10 Final?] [50 Must Answers...] [40 Personnal?] [Take Notes] [Competency Interview] [Job Interview ?] [Job Interview ?] [COMPETENCIES] [Other Great Sites] [Site Map]