Behavioral Interview, computer science homework help

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Interactional Goal: To Assert Individuality Interviewing for Employment: Potential Questions and Approaches Behavioral Interviewing (retrieved 8/3/2007 from http://www.quintcareers.com/behavioral_interviewing.html) Katharine Hansen Behavioral interviewing is a relatively new mode of job interviewing. Employers … have been using behavioral interviewing for about 15 years now, and because increasing numbers of employers are using behavior-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting skill. The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive. Behavioral-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as "Tell me about yourself." The process of behavioral interviewing is much more probing and works very differently. In a traditional job-interview, you can usually get away with telling the interviewer what he or she wants to hear, even if you are fudging a bit on the truth. Even if you are asked situational questions that start out "How would you handle XYZ situation?" you have minimal accountability. How does the interviewer know, after all, if you would really react in a given situation the way you say you would? In a behavioral interview, however, it's much more difficult to give responses that are untrue to your character. When you start to tell a behavioral story, the behavioral interviewer typically will pick it apart to try to get at the specific behavior(s). The interviewer will probe further for more depth or detail such as "What were you thinking at that point?" or "Tell me more about your meeting with that person," or "Lead me through your decision process." If you've told a story that's anything but totally honest, your response will not hold up through the barrage of probing questions. Employers use the behavioral interview technique to evaluate a candidate's experiences and behaviors so they can determine the applicant's potential for success. The interviewer identifies job-related experiences, behaviors, knowledge, skills and Interview Questions 1 abilities that the company has decided are desirable in a particular position. For example, some of the characteristics that [organizations] look for include: • • • • • • • Critical thinking Being a self-starter Willingness to learn Willingness to travel Self-confidence Teamwork Professionalism The employer then structures very pointed questions to elicit detailed responses aimed at determining if the candidate possesses the desired characteristics. Questions (often not even framed as a question) typically start out: "Tell about a time..." or "Describe a situation..." Many employers use a rating system to evaluate selected criteria during the interview. As a candidate, you should be equipped to answer the questions thoroughly. Obviously, you can prepare better for this type of interview if you know which skills that the employer has predetermined to be necessary for the job you seek. Researching the company and talking to people who work there will enable you to zero in on the kinds of behaviors the company wants. … In the interview, your response needs to be specific and detailed. Candidates who tell the interviewer about particular situations that relate to each question will be far more effective and successful than those who respond in general terms. Ideally, you should briefly describe the situation, what specific action you took to have an effect on the situation, and the positive result or outcome. Frame it in a three-step process, usually called a S-A-R, P-A-R, or S-T-A-R statement: 1. situation (or task, problem), 2. action, 3. result/outcome. It's difficult to prepare for a behavior-based interview because of the huge number and variety of possible behavioral questions you might be asked. The best way to prepare is to arm yourself with a small arsenal of example stories that can be adapted to many behavioral questions. Interview Questions 2 A sample of behavioral interview questions: • • • • • • • • • • • • • • • • • • • • • • • • Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. Describe a time when you were faced with a stressful situation that demonstrated your coping skills. Give me a specific example of a time when you used good judgment and logic in solving a problem. Give me an example of a time when you set a goal and were able to meet or achieve it. Tell me about a time when you had to use your presentation skills to influence someone's opinion. Give me a specific example of a time when you had to conform to a policy with which you did not agree. Please discuss an important written document you were required to complete. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. Tell me about a time when you had too many things to do and you were required to prioritize your tasks. Give me an example of a time when you had to make a split second decision. What is your typical way of dealing with conflict? Give me an example. Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). Tell me about a difficult decision you've made in the last year. Give me an example of a time when you tried to accomplish something, but you failed. Give me an example of when you showed initiative and took the lead. Tell me about a recent situation in which you had to deal with a very upset customer or co-worker. Give me an example of a time when you motivated others. Tell me about a time when you delegated a project effectively. Give me an example of a time when you used your fact-finding skills to solve a problem. Tell me about a time when you missed an obvious solution to a problem. Describe a time when you anticipated potential problems and developed preventive measures. Tell me about a time when you were forced to make an unpopular decision. Please tell me about a time you had to fire a friend. Describe a time when you set your sights too high (or too low). Interview Questions 3 (retrieved 1/15/2003 from http://editorial.careers.msn.com/articles/iq/) Prep for the 10 Most Common Interview Questions by Carole Martin Too many job seekers stumble through interviews as if the questions are coming out of left field. But many interview questions are to be expected. So study this list, plan your answers ahead of time and you'll be ready to deliver them with confidence. What Are Your Weaknesses? This is the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful." Why Should We Hire You? Summarize your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team." Why Do You Want to Work Here? The interviewer is listening for an answer that indicates you've given this some thought and are not sending out resumes just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices." [Indicate that you’ve looked into the organization and are interested in what they do.] What Are Your Goals? Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility." Interview Questions 4 Why Did You Leave (Are You Leaving) Your Job? If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me." If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience." When Were You Most Satisfied in Your Job? The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me." What Can You Do for Us That Other Candidates Can't? What makes you unique? This will take an assessment of your experiences, skills and traits. Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly." What Are Three Positive Things Your Last Boss Would Say About You? It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor." What Salary Are You Seeking? It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?" Interview Questions 5 If You Were an Animal, Which One Would You Want to Be? Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make? [I’ve never been asked this one, nor have I ever asked anyone this one. However, I include it since it was in Martin’s online article.] Additional Important Pointers by Pam Lutgen-Sandvik 1. No matter how horrible your last job, never badmouth a past employing organization, boss, or coworker group. The interviewers are more likely to make a negative judgment about you than about your past job. 2. Know something about the organization at which you’re interviewing for a job. This cannot be over-stated! You would be astounded at how many interviewees know nothing at all about the organization when they come to interview. The one who has researched the organization (even if only to read an agency brochure) will stand out in a crowd of others who have not. 3. Look your best. Interviewers believe that interviewees look the best they will ever look at the interview. 4. When writing a cover letter, call to find out the person’s name to whom to address it. When running a women’s agency, I often received letters with the opening: “Dear Sir.” Those applicants’ materials immediately went into the “rejection” pile. 5. If the interviewer says, “tell me about a time,” then tell him/her about a time rather than speaking in vague generalities. I was often amazed at how many people could not figure out that I wanted a specific experience described when I asked behavioral questions. Rather, responses would commonly be “I’m always…” or “I never…” or “I am a people person.” Interview Questions 6 Answering Behavioral Interview Questions Paper And Post Interview Follow-Up Thank You Business & Professional Communication 25 points Purpose: Behavioral interviewing is frequently used in the business world today to help employers gauge a candidate’s experience, problem-solving skills and interpersonal skills. Interviews are typically conducted face-to-face, over the telephone, or online. Assignment Objectives: • Students will learn to strategically prepare effective answers for a behavioral interview setting. • Students will learn to write an effective post interview thank you message through email. Procedure: Be professional and treat this as you would a real job interview. You are interviewing for a position that requires teamwork and effective problem-solving skills. Part 1 You are applying for a position that requires teamwork and problem-solving skills. Your goal is to convince the interviewer that you are the right candidate for the position. 1. Select two behavioral interview questions from the Hansen reading (found in the table of contents in the weekly module). One question should be designed to help the interviewer determine your ability to work as part of a team, and the other should help gauge your problem-solving skills. Be sure to select your questions carefully. 2. Write a thoughtful response for each question. Be sure to use S-A-R format and be sure your response speaks to the skills listed above. These are the criteria that an interviewer might use to evaluate your response and will be used for grading this assignment. Part 2 Assume you were given an interview and used the responses you prepared in Part I of this assignment. Now, write an appropriate and professional thank you email to the interviewer. Review chapters 3 & 4 for guidance. Your interviewer’s name is: Rosalie Garcia, Director of Corporate Communications. Save your document as a Microsoft Word (.doc or .docx) file and upload it. Your work will be evaluated using the criteria in the rubric at the end of this document. The assignment is worth 25 points. Summary of What to Upload: Upload ONE Microsoft Word document containing the following: • • • The two questions you selected from the Hanson reading. Your responses to the two questions using the S-A-R format. A professionally written thank you email addressed to the person who interviewed you. If you have any questions about this assignment, please contact me! You will be graded on the effectiveness of each response based on the following criteria: a. Organization – Does it follow the S-A-R format? b. Completeness – Is there sufficient information to evaluate you as a candidate based on this response? c. Appropriateness – Is the situation you selected a good match for the questions asked (address teamwork and problem-solving skills)? d. Grammar – Do you use appropriate communication (grammar) for your responses? You will be graded on the effectiveness of your thank you email based on the following criteria a. Format – Professional in appearance, organization and length. b. Content –Spell-checked, grammatically correct, use of professional language and content. Behavioral Interview Assignment 25 points Missing 0 Poor 1 Fair 2 Average 3 Good 4 Excellent 5 Response to Question 1 is complete and evaluates teamwork skills Response to Question 2 complete and evaluates problem-solving skills 1 1 2 2 3 3 4 4 5 5 Responses demonstrate understanding of S-A-R format Response uses good grammar Thank you note is professional in form and content 1 1 1 2 2 2 3 3 3 4 4 4 5 5 5 Total ________/25
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PART 1

Ability to work as part of a team:

Give me an example of a time when you motivated others.

I remember a time in my previous company where together with my colleagues we had to

work way into the night to prepare for an event happening the next day. Most of the guys were

worn out and most of them had resolved to wake up the following morning to complete the work.

Am a believer of customer satisfaction and that comes wh...


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