Furthermore, how do you demonstrate your hard skills and soft skills to tell the employer confidently that you could do the job for the company in an extraordinary way?
On the contrary, here is what employers’ say.
1. While in certain cases, job seekers have received the awaited calls to attend job interviews but they do not show up.
2. The situation only worsens when candidates are discourteous for not calling or notifying to cancel a scheduled interview appointment respectively.
3. The news of candidates’ no-show happens till to-date, causing reinventing the initial pre-screening process.
Nevertheless, …show more content…
Past job performance or work experience is the way for a hiring manager to predict future job or task performance of a potential candidate in a similar situation. Using the behavioural interviewing methodology, it benefits the hiring manager with two-fold.
Apart from assessing candidate past job performance, eliciting further details to gauge candidate conduct of his or her past behaviour to similar future job situations in employer’s workplace. The hiring manager could better determine if candidate’s approaches problems besides his or her thoughts and actions are of similar values to the future employer.
Eventually, Generation Z (1995 – 2010) would be in this cycle to meet the expectation of Generation X or Millennial leadership (1980 – 1994) in a workplace setting.
According to Dr Katherine Hansen PhD of LiveCareer, she says that behavioural interviewing is 55% predictive of future on-the-job behaviour, while traditional interviewing is only 10% …show more content…
In order that you could suggest convincing response and you could do the job in accordance with the hiring manager’s expectations, you need to review all the job requirements and job descriptions to relate them to your past accomplishments. Seemingly a tall order but communicating past accomplishments is the desired result in an interactive interview Q&A session.
Simultaneously, you identify all the required ability, skill sets and knowledge and then correlate them to samples of behavioural interview questions. Practising this step repeatedly shall lead you to precisely achieve the best result possible for responding the right answer as if you hit the bull’s eye.
Here are the commonly required skill sets to evaluate job seeker’s behavioural for demonstrating their ability and job knowledge in areas of:
- decision-making and problem-solving,
- leadership through the work-based group for teamwork cooperation,
- motivation to influence others,
- communication to resolve a conflict and
- interpersonal skills to contribute to teamwork