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PART II: INTERVIEW BY COMPETENCE
Chapter 17
What is to interview by competence?
What is a competence? Practical examples. Who defines the competence? How to apply the competence to the selection process? Profile of the position by competence. The selection by competence. The competence and selection process. How to relate the parts I and II of this book. One warning before continuing.
Chapter 18
Interviewing by competence. Young professionals with no work experience. 106 questions for initial levels.
Initiative Autonomy. Dynamism Energy. Responsibility. Orientation to the internal and external client. Learning capacity. Productivity. High adaptability Flexibility. Leadership. Team work. Tolerance to pressure. Contact modalities. Analytic ability. Professional development expectation. Motivations about the new position.
Chapter 19
Interviewing by competence. Inexperienced people and work history.
171 questions for intermediate levels.
Initiative Autonomy Simplicity. Dynamism Energy. Empowerment. Orientation to the internal and external client. High adaptability Flexibility. Leadership. Contact modalities. Collaboration. Competence Capacity. Frankness Reliability Integrity. Level of compromise Personal discipline Productivity. Analytic ability. Professional development expectations. Motivation for the change.
Chapter 20
Interviewing by competence. Experienced people and work history.
47 questions for executive levels.
Chapter 21
Exercise to compare candidates interviewed by competence.
Chapter 22
The interview in depth.
Questions related to profile and questions about a particular individual. How to choose the most adequate questions about the profile. Lets prepare the interview together before the interview. As an exercise. Lets analyze the answers to specific questions.
Chapter 23
Interview by competence for specialists.
Advises for the moment of revealing the profile by competence. Difficulties in the practical application of the selection by competence. A real case. Steps to make the selection. The interview by structured competence. Location of the interview by competence in a selection process. Difference between the traditional psychological evaluation and the evaluation by competence. Guide for an interview by competence.
Chapter 24
The interview by critic incidents.
How to plan a B. E. I. (Behavioral Event Interview). How to register a B. E. I. How, when and where to apply a B. E. I. Practical advises to get a successful B. E. I. Registry of a B. E. I. Interview.
Chapter 25
The work technique during the interview.
What is to make it work during the interview? Making it work during the definitive interview. What is the contribution the new collaborator can make. Finally.
PART III: EXERCISING
Chapter 26
The interview registry: a complete case from the profile to the synthesis.
The profile Revealing of the profile by competence. The advertisement. The interview: the dialogue. The interview: the registry.
APPENDIX
Main acceptable and unacceptable questions in the USA or American company branches.
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