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In this article, the following questions:

1. What is behavioral based interviewing?

2. What can I do to anticipate the behavior-based questions and prepare for a good answer?

3. Where am I going to get more help?

The method and tools used in the reservation process designed to match the most suitable candidate with a vacancy position. In this way, both society and individuals to achieve their best long-termObjectives.

Question 1: What behavior based interview?

behavior-based survey is based on the principle that the best predictor of future behavior based on past conduct. In other words, repeated the behavior. Therefore, in order for the hiring manager to understand how a job candidate is likely to lead to a person, he or she must understand the obligations as a candidate solves problems, situations, or their present or past (s)similar to the experience of working for them will be taken into account.

For resources to conduct effective behavior-based interview, the hiring manager and human rights need to work. Analysis Work dimensions are identified by behavioral problems, which is critical to the performance of actual work. A behavioral dimension represents certain qualities, skills or behavior that applicants in order to be successfulposition.

Once the dimensions are defined, a series of behavior-based questions developed. The questions are designed to have the applicants to describe specific events or situations that he / she has been involved in similar situations, he / she will be in the position vacant. A description of a situation or event may be requesting current or previous work or personal experience, have not worked well.

E 'at this pointthat most of the candidates to announce a significant difference in the interview process. Instead of a situational type of interview, the questions would begin with "What if ...?" a change in the nature of the behavior according to the survey questions that begin with "What if ...?" In response to such questions, candidates usually describe a particular situation or event that he / she had direct involvement remain responsible to the service contract to the applicant interviewerFocused on providing descriptions of specific events or situations.

An effective description of a situation or an event is known as STAR. A-Star Quality allows the interviewer (s) on the situation or task to understand the responsibilities that lead to the application filed by the applicant and explain the outcome or result.

To repeat, consists of a star quality is a situation / task, actions and results. As the situation of the applicant referred to these three ingredients, contains informationcalled an example of behavior modification. The interview is only one element of the selection process.

Question 2: What can I do to anticipate the questions about behavioral therapy is based and to prepare a good response?

Managerial not the technical requirements, the behavioral dimensions lead Inside, the actual performance of work identified. Before the interview, a review of the publication of these bring to mind and start thinking of examples that canappropriate.

Question 3: Where I am going to get more help?

The aid can come from many sources and in many forms. Experience has shown that some teachers more effective for people with whom you work. Many of your colleagues have successfully booked when applying for the opportunity to intern, please talk to your colleagues, to find out what he wanted to succeed. You also have the supervisor as a source of information.He / she can say as personal chef, what he / she is looking only in the written application and interview. HRinmotion offers career counseling, workshops on career self-assessment, resume writing, interviews, and job search strategies. If there is written about a specific job that interests you, and should learn more about this work, we require talk to the hiring manager.

INSUMMARY

Effective reading a job ad is one of the secrets to success in the work process. The supply of labor has also identified the size of conduct for the performance of actual work. In response to this practice effectively in their candidate STAR advance of the survey to highlight the terms that they consider relevant.

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