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For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Magazine, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & Copyrights: Image material created as part of a free collaboration with Shutterstock. Text originally from: “SUCCESS-PROVEN HIRING INTERVIEWS: How to find the right employees with professional questions” (2016), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
From Uta Rohrschneider (More) • Last updated on October 04.09.2023, XNUMX • First published on 12.05.2014/XNUMX/XNUMX • So far 8259 readers, 3599 social media shares Likes & Reviews (5 / 5) • Read & write comments
Undisputed: The dilemma that Candidates deliberately present yourself in a good light in job interviews and you therefore only get to know them to a limited extent. So what are the possibilities of getting a real, honest picture of candidates despite the phenomenon of social desirability?
socially desirable Behavior can only be shown if the candidate knows what answer interviewers want to hear from him. Then he can adapt them so that you dem HR will like. What answers to classic Ask are desired, it can also be used in a variety of Candidate-Read guides.
And a well-prepared applicant does the same. Good applicants prepare themselves in detail for their interview. They know their strengths weaknesses, Set and skills and they will present them to you in the best possible way.
Teamwork is a frequently requested skill in job descriptions. Nevertheless, it is seldom the case that a candidate only Team should be able to. On the contrary, in addition to being able to work in a team, he should also be able to work independently.
Contestants know that you're good at not just a lone fighter or an exclusive team player Companys arrive. For this reason, answers such as:
There are applicants who do not behave socially desirable but draw a very honest picture of themselves. However, it must be emphasized that this is not the rule, but the exception. Most applicants avoid reporting their weaknesses or potentially unfavorable ones about themselves.
HR personnel will only receive standard answers to many of these questions from these applicants. To get a real impression of these applicants, HR professionals have to ask specific questions. So put yourself in the position of such a job interview:
Your goal is to really get to know the applicant in order to find the right one decision to meet about his suitability. If applicants do not by themselves Honestly and act real, you should put them in a situation where they appear real, at least for a moment. You can do this by surprising the candidate with your questions.
Then he has to answer the questions spontaneously. If People If you have to behave spontaneously, you cannot fall back on something that has been rehearsed or tried and tested. Instead, you fall back on a response or behavioral repertoire that you already have. That's why spontaneous answers reveal a lot about an applicant.
They say something about how quick-witted, spontaneous or flexible the other person is when they have to act unprepared. They provide information about whether the candidate can confidently act and act without preparation.
Does an applicant act carefully and take a long time to answer, or does he or she answer your question without hesitation? And what reaction does he show when he is surprised? Here are some sample questions you can use to surprise applicants.
To get your applicants in job interview To surprise you, your only resource is to ask questions that the applicant cannot prepare for and that will give you a real response from the applicant.
If the candidate does not know which response to you to approve, you make it difficult for him to behave socially desirable.
You can then assume that his answer is more honest. He can still appreciate what behavior or response you would like to see / hear, but he just does not know for sure.
The surprising questions you ask are not primarily related to the content of the reply, but to how the candidate answers them. So the focus is on the response of the candidate and your assessment of this response.
Therefore, you may also ask questions that are not related to the direct requirements of the position to be assigned. When you ask questions of your profession, make sure that you avoid the classic questions on the respective topics.
Questions can come as a surprise to an applicant for various reasons act. Typically, applicants are surprised when they ask questions that are completely out of context.
For example, if you change the topic abruptly and ask a question that does not match the original subject matter. Then the candidate has to adjust himself first.
Pay particular attention to the following:
All of these things give you information about the applicant's flexibility and adaptability to changing requirements. How fast can he really jump around and fully engage and concentrate on a new topic?
Uta Rohrschneider is the managing partner of grow.up. After many years of experience in personnel and management development, she has been advising clients on the implementation of sustainable HRM for fifteen years. She is the author of over twenty publications on leadership and HRM. Together with Sarah Friedrichs, Hanna Haarhaus and Marie-Christine Lohmer, she wrote the book “Success-tested recruitment interviews. How to find the right employees with professional questions ”. More information at concheck.de All texts from Uta Rohrschneider.
Is it really necessary to give recruiters tips on how to kidnap applicants?
This is a very important topic for both sides - because how can you find out whether you as an employer / employee fit together when both only give fictitious standard answers or ask standard questions?
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