targetedselectmastermanual-目標(biāo)選才-全文預(yù)覽
【正文】 力收集行為事例 – ensures that your impressions of the candidates and their answers don’t blur together in your mind 確保不會(huì)將對(duì)應(yīng)聘者的印象與他們的實(shí)際答案混淆一起 – provide specific STARs and background information during integration process 在綜合分析資料時(shí)有行為事例做依據(jù) – gives you greater confidence in your hiring decision 準(zhǔn)確的筆記使你對(duì)選拔決定有更大信心 ? Notetaking Tips 提示 – Takes notes openly 讓應(yīng)聘者知道你在做筆記 – Note only pertinent information 只記下適當(dāng)?shù)馁Y料 – Note behavior observed in the interview 記下面談中觀察到的行為 – Takes notes on sensitive or negative information carefully 小心處理敏感或負(fù)面的資料的記錄 – Record key words 記下關(guān)鍵詞匯 – Use personal shorthand 用個(gè)人速記方法 Taking Notes 做筆記 CBU Targeted Selection 19 Building Rapport 建立良好氣氛 ?Why building rapport is important in the interview process 為什么建立良好氣氛非常重要 ？ – meeting personal feelings and needs 照顧個(gè)人需要 ? To be treated with dignity and respect 個(gè)人尊嚴(yán)獲得重視，受到尊敬 ? To feel important 感到自己是重要的 ? To be seen as petent 被視為能干的 – creating an environment that encourages candidates to respond openly and provide plete information 營造一個(gè)環(huán)境，鼓勵(lì)他們坦誠回答問題，提供完整資料 – make a good impression on candidates 有助于應(yīng)聘者對(duì)應(yīng)聘公司留下好印象 ?Two key Skills 兩大原則 – Maintain or enhance selfesteem 維護(hù)自尊，增強(qiáng)自信 ? give the candidate sincere and specific pliments 給予應(yīng)聘者真誠而具體的稱贊 ? minimize negative information 盡量減少負(fù)面資料的影響 – Listen and respond with empathy 仔細(xì)聆聽，善意回應(yīng) ? when a candidate express strong negative feelings 當(dāng)應(yīng)聘者表現(xiàn)出不佳的情緒時(shí) ? can empathize with positive feelings too 也可對(duì)應(yīng)聘者正面的感受作善意回應(yīng) CBU Targeted Selection 20 Managing the Interview 調(diào)節(jié)面試步伐 ?Importance of managing the pace of an interview 為什么要調(diào)節(jié)面試步伐 ？ – A wellmanaged interview benefits both you and the candidate 調(diào)節(jié)得宜的面談對(duì)面試者和應(yīng)聘者都有好處 ? cover each section of the interview pletely 確保完成面談每一部分 ? direct the discussion into and through most important areas 把討論帶往重要的主題 ? control the pace of the interview by managing the amount of detail candidates provide 調(diào)節(jié)應(yīng)聘者提供資料的步伐 ? prevent confusion, misunderstanding and the need to go back and clarify details 避免誤解應(yīng)聘者提供的資料 ?Two key Skills 兩大原則 – Make procedural suggestions 提出面試程序建議 ( 附材料 ) – Check for understanding 確保相互了解 ? restate or summarize the information you want to check, then ask for confirmation of what you’re checking 把你想了解的資料再說一遍，或簡述一遍，然后向應(yīng)聘者查詢資料是否正確 ? checking for understanding is often used with a procedural suggestion to move to a new topic 這項(xiàng)技巧可與提出面試程序建議一起用，可以自然轉(zhuǎn)往下一個(gè)話題 CBU Targeted Selection 21 Data Evaluation 評(píng)估資料 Data Evaluation contains two phases： 資料評(píng)估分兩步： ?Data Evaluation your independent analysis and evaluation of the data you collected 分析資料 由面試者獨(dú)立進(jìn)行，分析及評(píng)估所收集的資料 ?Data Integration a process in which you discuss your data evaluation with other interviewers, reach consensus on the candidate’s performance in each dimension and make a hiring decision 綜合資料 /選拔決定 與其他面試者討論，作出一致評(píng)分，共同作出選拔決定 CBU Targeted Selection 22 Data Evaluation 分析資料 分析資料的五步驟 : 1. Identify plete STARs 找出面談所得的完整行為事例 2. Categorize the STARs 將所有的行為事例適當(dāng)?shù)貧w納在有關(guān)能力之下 3. Deter
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