Some time ago, we began to develop behavioral event interview guides for our clients to help them to assess the potentials and capabilities of candidates during the selection process. This approach can be used to assess candidates for any type of job, but when the questions are designed, you need to be sure they are [...]
Filed under: Interviewing | Tagged: Behavioral Event Interviewing, Hiring criteria, Interviewing, selection standards | 2 Comments »
Yesterday I discussed some ideas for getting yourself noticed within the job search process. Hopefully, your approach to job hunting has been expanded a bit so that you are looking at some opportunities you might not have thought about before. Getting a new job is a job in itself. Be sure to devote six to eight [...]
Filed under: Interviewing | Tagged: getting a job, getting hired, hiring, Interviewing, job fit | Leave a Comment »
When it comes to assessing the validity of behavioral event interview questions, we need to understand what we are attempting to do. Some people loosely use the term “validity” to mean “we had the questions reviewed by our legal counsel, or senior management, or our consultant, to determine whether they met standards for selection in [...]
Filed under: Hiring Employees, Interviewing | Tagged: behavioral event interview questions, job specific | 1 Comment »
We build structured hiring processes for our corporate clients. Some of the processes we see, prior to the revision, are long-drawn out systems of multiple steps and the collection of data that one would be hard pressed to review, much less show that the step was job related. The issue of valid selection criteria is emerging [...]
Filed under: Hiring Employees, Interviewing | Tagged: Hiring criteria, Job Descriptions, Personality Testing, psychological testing in the hiring process, selection standards, Validating selection criteria | Leave a Comment »
