Lanterna Rally

Author: Johnny Ch LOK

Publisher:

Published: 2020-02-13

Total Pages: 83

ISBN-13:

Interview psychology methodsIn human resource department, interviewing and selecting the most right applicants to do different kinds of positions, it is one part of HRM function. If the interviewer need to spend more time to interview to decide whom is the most right applicant to do the position in one day, e.g. 50 at least , even more applicants number as well as he/she can also make the more accurate personal selection decision to choose the most right applicant to do the position after the interview day. Then, the interviewing process needs to be avoided to spend more time to choose the most suitable applicant to do the position within the day. It is difficult to judge whether whom ought be the most right applicant to do the position, if there are more than 50 applicants , they are needed to be interview in the day. The consequence will bring HR department can spend extra time to do the interview task, but it can have enough staffs and time and resource to do other urgent or important task at the interview day. It will bring this question: How to apply psychological method to raise interviewer's efficiency to shorten to spend extra time to do interviewing tasks ? I shall explain some psychological methods to attempt to let interviewers have more confidence to select the most right applicant in short time as below:1.Behavioral interview skillThe interviewer can apply the actual behavioral interview method to let the interviewee to answer how he/she deals the matters, he/she feels that it is the best decision in order to judge and analyze whether whom applicant is the most suitable to be selected, e.g. describing the situation, he/she needs or the task that he/she needs to accomplish. The situation may be from a previous job, any relevant event, describing the action he/she took and be sure to keep the focus on him/her , e.g. discussing a group project or effort in the team; explaining what results he/she achieved, what happen? How did the event and what dis the applicant accomplishes? What did the applicant learn?In the behavioral-based interview. the interviewer can need the applicant to attempt to explain examples clearly in order to judge whose analytical skill whether he/she is the suitable applicant to do the position. The interviewer may ask the applicant to identify some examples from whose post experience where he/she demonstrated top behaviors and skills that employers typically seek. To judge whether his/her examples should be totally positive, such as accomplishments or meeting goals, the other half should be situations that started at negatively , but either ended positively or he/she made the best of the outcome.This behavioral interview test aims to review whether the applicant's every example answer, he/she can provide an appropriate description of how he/she demonstrated the desired behaviors. In the behavioral interview, the interviewer can attempt to judge whether the applicant has good imagine effort to mind any relatively small set of examples to respond to a number of different behavioral questions to satisfy the right example are applied to the right situations in the limited interview time. Hence, behavioral interview can let the interviewer to make more accurate analysis to judge whether whom applicant(s) has ( have) good analytical effort to solve any work-related situational problems in the most reasonable way or attitude in order to select whom is the most right applicant to do the position.