I wonder whether a recruiter ask past employer to make a right decision making process when there are competitiveness among candidates to choose. But by asking the past employer we could get a point plus of their figures. These are good questions a recruiter may ask past employers :

Administrative Support Staff

• Does the individual typically adhere strictly to job duties, or does he/she assume responsibilities beyond the basic, written job description?
• Please comment on the person’s ability to accept constructive criticism.
• How does he/she handle interruptions, breaks in routine and last minute changes?

Professional/Technical Candidates

• How would you grade the candidate’s capacity for analytical thinking and problem solving?
• Does the individual need close supervision to excel, or does he/she take more of an autonomous, independent approach to work?
• How effective is the candidate at delivering bad news? Will he/she typically assume responsibility for things gone wrong?

Other reference to ask about :

• The quality of the applicant’s work
• The applicant’s ability to get along well with others
• Whether or not the applicant had a good attitude and was motivated
• Whether or not the applicant was honest
• The reason the applicant left that job
• Whether or not the past employer would hire the applicant again

For candidates, If your dreaming company runs this decision making process, make sure each your resignation process run smoothly so you could get a point plus to compete other candidates.

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• Did you just attend a recruitment selection class..?

• Did you just answer some of question in interview session to your dreaming company..?

• Did you get tongue tight to tell a 6 months a go story about success..?

Well.., Those all questions are as simple as your mom tell story of children before you go to bed. In this session you just need to focus on one specific events, take your mind back in the past, then tell them all enthusiasticly. But, it sometimes takes time to track back while you are telling the story.

Just learn these questions and find the answers by tracking back the event in the 6 or 12 months a go. By doing so, hoping you would be more ready to have a competency interview base on event you have experienced.

This question is developed by job competency required in a position offered. Job competencies are the skills and personal characteristics that an individual should possess in order to be successful in a position. I hope they will be helpful as you begin the process of developing your interview answers through the question bellow.

Leadership

Uses appropriate interpersonal styles and methods to guide individuals or groups toward achieving results.

The Interviewer's questions can be :

• Describe a situation in which you had to gain cooperation of others outside of your organization where you had no direct authority. What were the challenges and how did you overcome them?
• Have you ever developed a mission statement for your organization? How did you go about it?

Management Skills

Motivates, trains, and develops a diverse workforce and provides an environment conducive to achievement and growth

The Interviewer's questions can be :

• Describe a personnel problem you had recently. How did you handle it and what was the outcome?
• What methods do you use to accomplish the projects that add value to your organization?
• Give me an example of a performance issue in your organization and how you managed it.

Team Building/Team Work

Promotes cooperation within the department and in interactions with other departments. Values differences among team members and can manage work groups with diverse influences.

The Interviewer's questions can be :

• Tell me about a task force or project team that you were a member of and the role you played in that group.
• Give me an example of a difficult situation with another department that you need to work with regularly and how you resolved it.
  

Achievement Oriented

Identifies and accomplishes challenging objectives or personal goals.

The Interviewer's questions can be :

• What risks were you willing to take to achieve goals you set for yourself?
• Describe your future goals and the steps you plan on taking to reach these goals.
• Explain a project you undertook o your own initiative that made a major impact on your department.

For other typically interviewer’s competency questions would be written soon, just visit this blog regularly and happy searching job in your dreaming company.

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Artikel yang cukup menarik..khususnya disampaikan kepada para fresh graduate dan calon pelamar dalam memahami beberapa jenis interview. Dari beberapa pengalaman saya menginterview, proses interview dengan mengidentifikasi perilaku cukup memakan waktu yang lama dan banyak memakan energi baik bagi interviewee maupun interviewer.

Nah..melalui tulisan sederhana dibawah, semoga bisa menjadi referensi dalam mengikuti proses Behavioral Interview diperusahaan yang anda minati..paling tidak anda bisa mempersiapkan jawaban yang diharapkan oleh sang interviewer.

What is a behavioral interview? Behavioral based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future i.e. past performance predicts future performance.
Traditional Interview vs. Behavioral Interview
In a traditional interview, you will be asked a series of
questions which typically have straight forward answers like "What are your strengths and weaknesses?" or "What major challenges and problems did you face? How did you handle them?" or "Describe a typical work week."
In a behavioral interview, an employer has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills. Instead of asking how you would behave, they will ask how you did behave. The interviewer will want to know how you handled a situation, instead of what you might do in the future.
Questions in a Behavioral Interview
Behavioral interview questions will be more pointed, more probing and more specific than traditional interview questions:
# Give an example of an occasion when you used logic to solve a problem.
# Give an example of a goal you reached and tell me how you achieved it.
# Describe a decision you made that was unpopular and how you handled implementing it.
# Have you gone above and beyond the call of duty? If so, how?
# What do you do when your schedule is interrupted? Give an example of how you handle it.
# Have you had to convince a team to work on a project they weren't thrilled about? How did you do it?
# Have you handled a difficult situation with a co-worker? How?
# Tell me about how you worked effectively under pressure.
Follow-up questions will also be detailed. You may be asked what you did, what you said, how you reacted or how you felt.
Preparation for the Potential Behavioral Interview
What's the best way to prepare? It's important to remember that you won't know what type of interview will take place until you are sitting in the interview room. So, prepare answers to traditional interview questions.
Then, since you don't know exactly what situations you will be asked about if it's a behavioral interview, refresh your memory and consider some special situations you have dealt with or projects you have worked on. You may be able to use them to help frame responses. Prepare stories that illustrate times when you have successfully solved problems or performed memorably. The stories will be useful to help you respond meaningfully in a behavioral interview.
Finally, review the job description, if you have it, or the job posting or ad. You may be able to get a sense of what skills and behavioral characteristics the employer is seeking from reading the job description and position requirements. Take a look at what employers are advised about developing the job posting for a behavioral interview on the About Human Resources site.
During the Behavioral Interview
During the interview, if you are not sure how to answer the question, ask for clarification. Then be sure to include these points in your answer:
# A specific situation
# The tasks that needed to be done
# The action you took
# The results i.e. what happened
It's important to keep in mind that there are no right or wrong answers. The interviewer is simply trying to understand how you behaved in a given situation. How you respond will determine if there is a fit between your skills and the position the company is seeking to fill. So, listen carefully, be clear and detailed when you respond and, most importantly, be honest. If your answers aren't what the interviewer is looking for, this position may not be the best job for you anyway. Read More...