【正文】 ? 事后的影響是什么？,41,第四十八頁，共五十八頁。,The Monitor 防備心理控制器,SEMANTIC e.g. “how do you feel about…? ” 語義式的例子 “你對－－感受如何”,What is an acceptable answer? 可以接受的回答是什么？,Eyes flick down monitor ON 目光下移－－ 產(chǎn)生防備心理,Acceptable answer to please. 給出可以接受的回答,EPISODIC e.g. “What did you do when.?”情節(jié)式的例子 “當(dāng)…時候你在做什么？”,What did happen to me then? 然后我做了什么？,Eyes flick up monitor OFF 目光上移－－ 放下防備心理,Details of relevant episode. 相關(guān)情景細節(jié),Question asked. 提出問題,Interviewee thinks 面試者思考,Interviewee reacts 面試者反應(yīng),Interviewee answers 面試者回答,42,第四十九頁，共五十八頁。,Competency – Drive for Results 能力－－成效驅(qū)動,Tell me about an occasion when you have felt under pressure at work to achieve a particular goal? 告訴我你為某個特定目標(biāo)而感覺在壓力下工作的一個情形 Describe the situation? 描述該情形. Where were you? 當(dāng)時你在哪里？ Who was involved? 所涉及的人都有誰？ What happened exactly？具體發(fā)生了什么事？ How did you react?你的反應(yīng)是什么？ What were the consequences? 結(jié)果怎樣？,43,第五十頁，共五十八頁。,THE DECISION PROCESS 決定過程 Session 4 第四部分,46,第五十一頁，共五十八頁。,Quote 引用名言,“ In an idealised world, our aim would be all persons in jobs perfectly suited to them and society. This aim assumes that each person should use his abilities, temperament and motivation in the best possible way for him。 it also assumes that society will make the best possible use of its total manpower resources” “在一個理想的世界里，我們的目標(biāo)是讓所有人都有一份合適自己和社會的工作。此目標(biāo)假設(shè)每個人都要把自己的能力、氣質(zhì)和士氣發(fā)揮到極至；另一方面，也假設(shè)社會能夠最大程度地利用其全部的勞動力資源.” Marvin Dunnette (1967),47,第五十二頁，共五十八頁。,Repent at leisure !!! 則不達!!!,Recruit in haste. 欲速,Remember… 請記住,48,第五十三頁，共五十八頁。,The Decision Process 決定過程,Objectives課程目標(biāo) By the end of this session you will be able to 本章節(jié)結(jié)束時，你將能夠: Explain how to complete an Interview Assessment Form 解釋如何完成面試評估表 List the alternative actions you can take as a result of the interview 列舉你可選擇的面試后的行動 State when and how references should be sought 闡述何時及如何進行資歷調(diào)查,49,第五十四頁，共五十八頁。,Interview Assessment Form 面試評估表,Handout,50,第五十五頁，共五十八頁。,Alternative Actions Following the Interview 面試后的行動選擇,Shortlist the applicant 篩選出合適人選名單 Ask the applicant for a second interview 復(fù)試 Reject the applicant 回絕不合格者 Refer the applicant to another department / hotel 建議候選人到另外部門/酒店 Offer 提供職位 Hold for another position 保留其作為其他職位的候選人,51,第五十六頁，共五十八頁。,Four Questions to Consider 需要考慮的四個問題,Has the applicant the talents needed to be successful? 申請人是否具備達到成功所需要的才能？ Will the applicant fit into the team and style of the department? 申請人是否符合團隊和部門的要求？ Where some of the technical skills are missing, can the applicant be trained? 申請人缺少哪些工作技能，是否有被培訓(xùn)發(fā)展的潛力？ Is the right applicant interested? 合適的申請人是否對職位感興趣？,?,52,第五十七頁，共五十八頁。,內(nèi)容總結(jié),Competency Based Interviewing 行為能力面試技巧。安排一個安靜的場所并確定座位安排。People 人物 Names。S.B.O.情形－行為－結(jié)果。52,第五十八頁，共五十八頁