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Interview Questions and AnswersJob interviews are always stressful - even for job seekers who have gone on countless interviews. The best way to reduce the stress is to be prepared. Take the time to review the "standard" interview questions you will most likely be asked. Also review sample answers to these typical interview questions.Then take the time to research the company. That way you'll be ready with knowledgeable answers for the job interview questions that specifically relate to the company you are interviewing with.Interview Questions: Work HistoryJob Interview Questions About YouJob Interview Questions About the New Job and the CompanyInterview Questions: The FutureCandidate Specific Job Interview QuestionsIn addition to being ready to answer these standard questions, prepare for behavior based interview questions. This is based on the premiseresponses including specific examples of your work experiences. Review examples of behavioral interview questions.Tough Interview QuestionsThese are some of the more difficult interview questions that you may be asked on a job interview.Interview Questions to AskThe last job interview question you may be asked is "What can I answer for you?" Have an interview question or two of your own ready to ask. You aren't simply trying to get this job - you are also interviewing the employer to assess whether this company and the position are a good fit for you.Compile Responses to Interview QuestionsTake the time to compile a list of responses to both types of interview questions and to itemize your skills, values, and interests as well as your strengths and weaknesses. Emphasize what you can do to benefit the company rather than just what you are interested in.Add an Interview QuestionHave you been asked an interview question that isn't on the list? Share the questions you have been asked on job interviews and add them to our list.Free Job Search NewsletterStay up to date on the latest job search advice, tips, and news. Sign up for our free newsletter today!。
Search...About Careers Job Searching. . .Interview Questions Listed by Type of QuestionBy Alison DoyleJob Searching ExpertAdsJob Interview Interview Questions Interview Guide Interview Tips Interview Skill Interview Advice Interview TechniquesBehavioral Interview QuestionsSample Behavioral Job Interview QuestionsJOB SEARCHING CATEGORIESJob Search BasicsJob Interviews Job Applications Job Listings Cover Letters Resumes Curriculum VitaeReferencesVIEW MORE Share thisIn a behavioral job interview ,the company has decided what skills are needed in the person they hire and will ask questions to find out if the candidate has those skills.Behavioral interview questions will be more focused than traditionalinterview questions and you'll need to respond with special examples of how you handled situations in the workplace.Review examples of thequestions you may be askedUP NEXTBehavioral Job InterviewsVIDEOSFOODHEALTHHOMEMONEYTECHNOLOGYTRAVELMOREFREE EMAIL NEWSLETTERLet send you the latest from our Job Searching Expert.Your email address hereSIGN UPYou can opt-out at any time.Please refer to our privacy policy forcontact information.By Penny Loretto Internships ExpertBy Alison DoyleJob Searching ExpertBy Timothy RoufaCriminology Careers ExpertBy Allena TapiaFreelance Writing ExpertMoney Market SavingsCDProduct Today+/Last Week 3month CD 0.113 %0.113 %12month CD 0.271 %0.271 %24month CD 0.459 %0.459 %48month CD0.799 %0.799 %Rate detailsInforma Research Services, Inc.View Rates in Your StateTODAY'S TOP 5 PICKS INCAREERSAds找个老外，英语聊天英语在线聊，开启全球社交之路； 华尔街英语全球网校，免费加入！Personal Business Consultant about.me/ryanmdaugherty Solution Director and Coach Executive Jobs in China Get 10,000+ executive jobsscreened for you in China. Less than 40¢/day•Interview Answers •Job Resume Format •Hire Job•Career Change Job •How to Ace an Interviewduring a behavioral jobinterview and think about how you would answer them. Thatway you'll be prepared aheadof time, rather than having to think of a response on the spot during the interview.Behavioral Interview QuestionsGive an example of an occasion when you used logic to solve a problem.Give an example of a goal you reached and tell me how you achieved it.Give an example of a goal you didn't meet and how you handled it.Describe a stressful situation at work and how you handled it.Tell me about how you worked effectively under pressure.How do you handle a challenge?Have you been in a situation where you didn't have enough work to do?Have you ever made a mistake? How did you handle it?Describe a decision you made that was unpopular and how you handled implementing it.Did you ever make a risky decision?Why? How did you handle it?Did you ever postpone making a decision? Why?Have you ever dealt with company policy you weren't in agreement with? How?Have you gone above and beyond the call of duty? If so, how?5Why You Should Interview forSummer Internships in January411 Reasons You Should Look for a Job During the Holidays37 Slowest Growing Criminal Justice Careers2Top Pros and Cons to Keep in Mind When Freelance Writingsot / Taxi Japan / Getty ImagesBy Dawn RosenbergMcKayCareer Planning ExpertVIEW MORE IN CAREERSAdsGMAT Networking SiteJoin Our Community of Over100,000 GMAT Tips, Secrets &AdviceFree C Coding QuizTest your programming skillstoday. Basic, Intermediate,Advanced LevelWhen you worked on multiple projects how did you prioritize?How did you handle meeting a tight deadline?Give an example of how you set goals and achieve them.Did you ever not meet your goals? Why?What do you do when your schedule is interrupted? Give an example of how youhandle it.Have you had to convince a team to work on a project they weren't thrilledabout? How did you do it?Give an example of how you worked on team.Have you handled a difficult situation with a co-worker? How?What do you do if you disagree with a co-worker?Share an example of how you were able to motivate employees or co-workers.Do you listen? Give an example of when you did or when you didn't listen.Have you handled a difficult situation with a supervisor? How?Have you handled a difficult situation withanother department? How?Have you handled a difficult situation with aclient or vendor? How?What do you do if you disagree with yourboss?More About Behavioral JobInterviewsHere's more information on behavioral jobinterviews, including how to answerbehavioral interview questions, how to prepare for a behavioral interviews, andtechniques and strategies for acing a behavioral job interview.Read More: How to Respond to Behavioral Interview Questions | Top 10 BehavioralInterview Questions | How to Prepare for a Behavioral Interview110 Things YouShould NOT Do atOffice PartiesCAREERS VIDEOSPhone InterviewTipsAm I Eligible forUnemployment?Illegal Job InterviewQuestionsRelated ArticlesWhat is Behavioral Interviewing?What Is a Behavioral Interview?Ace a Behavioral Interview With a FewQuick TipsHow to Answer Behavioral InterviewQuestionsBehavioral Interview Questions TipOur Expert RecommendsBehavioral InterviewsBehavioral Interview AdviceTop 10 Behavioral Interview QuestionsInterview Questions and AnswersQuestions to Ask the InterviewerQuestions Not to AskTop 10 Interview TipsHow to Dress for an InterviewIllegal Interview QuestionsSkills Listed by JobLetter & Email ExamplesJob Searching EssentialsJob SearchingFiction WritingCareers SlideshowsVIEW MORE Related Articles:STAR interview Technique | List of Behavioral SkillsInterview Articles and AdviceJob Interview Questions and AnswersTop 10 Job Interview TipsWhat to Wear to a Job InterviewPhone Interview EtiquetteJob Interview Thank You LettersSkills Lists forResumes, CoverLetters and JobsResume and LetterExamples for JobApplications15 Highest PayingHourly JobsStep-by-Step Guideto Self-Publishingon Kindle andCreateSpaceCommon InterviewQuestionsBest Job Search TipsResignation LettersJob SearchingCareer PlanningJob SearchingReaders Recommend120 Cover Letter Examples forResumesJob Interview Questions and BestAnswersResignation Letter Samples andWriting TipsBest Resignation Letter SamplesHow to Answer Interview QuestionsAbout WeaknessesMore from the WebTop 10 InterviewQuestions and BestAnswers15 Quick Tips ThatWill Help You GetHired FastBest ResignationLetter Samples9 Simple Tips toMake a BetterLinkedIn Profile7 Things YouShould Never Wearto Work10 Essential TipsThat Will Help YouGet a Job7 Things You Didn't Know Could Get You Fired 7 Best-Paying Jobsthat Only Require aHighSchool DiplomaOne of the ScariestStats You'll EverRead AboutFacebook10 Things You Needto Stop Saying AtWorkPowered By ZergNetAds Plumber Job Job for Students Job Opportunity Job Searching Jobsearch Hire Workers Job Descriptions Behavioral Interviews About Careers Job Searching Job Interviews Job Interview Questions and AnswersInterview Questions Listed by Type of Question Behavioral Interview QuestionsAbout Careers Follow us: We deliver. 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【留学生招聘网】Behavioral interview questions第一期Behavioral interview questions行为面试问题是面试问题的很大组成部分。
问题通过面试者的过往经历和行为描述来判断应聘者的品行和思想，考察应聘者的价值观是否与公司吻合，深入探索应聘者的动机和兴趣点。
Looking at a candidate's past behaviour is the best way to predict their future performance.有过面试经历的同学就会发现，那些留在最后，最难应对，最考验人的就是Behavioral interview questions！一个特定的情景，棘手的问题，如何回应才会符合面试官的要求？从今天开始，从最general的回答准则，到详细的Behavioral interview questions 各大分类破解方法，【干货时间】小编将带领大家一步步突破可怕的Behavioral interview questions！参考准则一CAR PRINCIPLEQuestion example：Tell me about a time when you helped to turn around your team’s sales performance.C ontext. 选定一个想要呈现的相关例子和过往经历后，首先要把事件的背景表达清楚。
事情发生在什么时候，什么环境下，遇到了什么问题。
ExampleContext:“One of my previous employer’s sales divisions had been experiencing decreasing sales –so I was brought in to help reverse the situation. My challenge was to manage the team effectively so they were able to actually exceed (not just meet) their sales targets.A ction. Action是回答的核心部分，面试官将基于此对你的行为、思考模式做出判断。
行为模式面试 Behavioralinterviews行为模式面试 Behavioral interviewsBehavioral interviews/questionsBehavioral interviews/questions use past behaviour as a predictor of future performance. This interview method is also referred to as targeted selection. Applicants have to be able to give specific examples of their experiences as a way of showing that they can meet the critical requirements of a job. In theory, such interviews should involve a number of interviewers, though this is not always the case.Examples of how a behavioral interview may operate can be understood by thinking about the following interview questions. Here are some interview questions, first presented in a direct interview format and then as behavioral questions."Are you good at problem solving?" becomes "Describe a problem you have been asked to solve. What did you do? What alternatives did you consider? Did you succeed or fail? Why?""How do you go about making decisions?" becomes "Give me an example of a good decision you have made recently. What were the alternatives you considered? Why was it a good decision?"Behavioral simulations--creating a work-related scenario--can be used to supplement information collected during the interview. For example, in aninterview for a position which requires a lot of client contact and customer service, the following work place problem may be created: "Imagine your major client phones on a Friday afternoon with a problem which requires immediate attention and a solution before Monday morning. However, you have committed yourself to a social weekend with your immediate supervisor and other managers who may be able to assist your progress through the organisation. What is your response to this situation?"Your answers to these sorts of simulations can reveal your approach to prioritising, problem-solving, loyalty and commitment. In preparing for such interviews, you need to carefully research the qualities required to carry out the job, and then reflect on how your previous experiences could be relevant and could be used to demonstrate your competence and suitability. Real experiences, not simply what you may do in hypothetical situations, give the interviewers an idea of your ability.--------------------------------------------------------------------------------predictor n. 预测器 be referred to as被称为target vt.瞄准，定向 critical adj.关键的alternative n.备选方案 simulation n.模拟scenario n.场景 supplement vt.补充commit vt.承诺，致力于 immediate supervisor 顶头上司social weekend 周末社交 prioritise vt.以优先顺序排列loyalty n.忠诚 commitment n.致力，守诺reflect vi.思考 relevant adj.相关的.demonstrate vt.证实, 展示 competence n.能力hypothetical adj.假设的。
美国护士面试常见问题通过美国护士考试之后，接下来就进入找工作阶段。
不管是自己找，还是有人帮忙找，最后能否得到这份工作，还是要自己面试！因此有必要了解用人单位的从哪些方面考察应聘者。
技巧：多走几家医院，特想去的医院最后面试，积累一点经验再上。
电话面试注意发音，不要紧张。
以下是面试中常见的问题。
Questions employers often ask:1. Why did you choose nursing?2. Why do you want to work for us?3. What courses did you like best/least? Why?4. What qualities do you have that will benefit this organization?5. Where do you see yourself five years from now?6. How long do you expect to work for us?7. What area would you prefer to work?8. How do you feel about shift work?9. What have you done that shows initiative?10. How do you feel about taking orders from another person?11. What type of person do you find difficult to get along with?12. What is your personal philosophy of nursing?13. What do you see as your strengths and weaknesses?Questions students may want to ask:1. Is management centralized or decentralized?2. What is the role of the director of nursing?3. What is the size of the unit?4. What’s the ratio of patients to nurses from shift to shift?5. What’s the ratio of RNs to LPNs and nursing assistants?6. What are the roles of the LPNs and nursing assistants?7. How much clerical and housekeeping help is available?8. What support services (IV team, code team, EKG techs, and so forth)are available?9. What does orientation include and how long does it last?10. Will I receive full salary during orientation?11. Where are new graduates usually assigned?12. How would you describe your nursing philosophy?13. How much individual responsibility and autonomy do nurses have onnursing procedures?14. What type of care delivery system do you use--team, primary, modular,or case management? On all shifts?15. Do nurses have 8, 10, 12, or 24 hour accountability?16. Is there financial compensation available for the NCLEX application,or NCLEX review course?17. What is the procedure for transferring from one unit or shift to another?18. How will my performance be evaluated? By whom? How often?19. Is there a career ladder? What is the pay difference at each step?20. Do you often promote from within?21. Do you pay extra for specialty certification and education?22. Is certification recommended or required for advancement?23. What inservice programs are available?24. Is there a nursing library?25. How can I earn CEUs here?26. How much time off is allowed for workshops, seminars, and meetings?27. Do you offer tuition reimbursement for job-related study?28. What is the schedule of a normal work week?29. How often is rotation required?30. How often are nurses expected to float?31. How often is overtime necessary?32. How many week-ends a month do most nurses work?33. Is there a contract of employment? May I read it?34. What measures are taken when a unit is short-staffed?35. Is staff parking available? A cafeteria? Child-care facilities?Staffhealth services?36. Do you give cost-of-living increases?37. Can vacation days be accumulated from year to year?38. Can unused sick leave be added to vacation time?39. How much of a discount do I receive on medications and inpatient care?40. Is malpractice coverage provided?41. Is the hospital accessible by public transportation?BEHAVIORAL INTERVIEW QUESTIONSBehavioral interviewing is based on the notion that the best predictor of future performance is past performance in similar situations. The interviewer will identify the skills necessary for the particular jobopening and then ask you to give examples of when you used those skills in previous work situations. Open ended questions are often asked to give you the opportunity to describe your experience.Tips for Answering Behavioral Questions:* Employers expect your responses to be specific and detailed. Answer using specific anecdotes and examples.* The interviewer is interested in what your thoughts were at the timeand what your decision-making process was.* If you are not sure what the employer is asking, restate the questionor ask for clarification. (Can you be more specific? I am not sure what youare asking for.) In such a circumstance, you may ask if that is what the interviewer was looking for and if your response answered the question adequately.* Prepare ahead of time by reviewing your own resume. Often interviewerswill pull some detail from your resume and ask you to describe a particular situation. If you put experience or events in your resume or cover letter,be prepared to discuss them in detail.* Develop short (1-3 minute) stories that highlight the skills youpossess. Draw upon examples from work or volunteer experiences, academic projects/situations, etc., in order to describe your skills.* You may find one story fits a variety of different questions. Don’toveruse an example, but it is all right to reuse one if a different skillcan be highlighted.* If your answers include any negatives, make sure to explain what you learned from the experience and how you have been able to change that behavior or response.* If asked a question about which you have no experience to recount,tell the interviewer just that. Don’t make up an example to fit a situation. You are not expected to have experienced every possible scenario. Youmight consider what you HOPE you would do in such a situation.Below are some examples of situations on which Behavioral Questions might be based:Tell me about the time when you…Provide an example of when you…Describe a time when you…* Were disappointed in your performance* Made a major sacrifice to achieve an important goal* Worked effectively under a great deal of pressure or stress* Were really bothered by the actions of another coworker* Were especially creative in solving a problem* Organized or planned an event that was very successful* Had to deal with a personality conflict with a boss or coworker* Felt really good about a decision you made and the process you went through* Used facts and reason to persuade someone to accept your recommendation* Utilized your leadership ability to gain support for what initiallyhad strong opposition* Were able to build team spirit in a time of low morale* Were able to gain commitment from others to really work well as a team* Were particularly perceptive regarding a person’s or group’sfeelings and needs* Built rapport quickly with someone under difficult conditions* Were particularly effective on prioritizing tasks and completing aproject on schedule* Were highly motivated and your example inspired others* Found it necessary to tactfully but forcefully say things that othersdid not want to hear* Were particularly effective in a talk you gave or presentation youtaught* Had to make a decision you knew would be unpopular* Made a mistake and learned from it; failed at something and had todeal with it* Made an intentional effort to get to know someone from another culture* Set an important goal and were successful in reaching it* Were able to successfully communicate with another person, even whenthat individual may not have personally liked you* Conformed to a policy with which you did not agree* Had to deal with an irate customer* Made a poor decision* Surmounted a major obstacle* Had to adapt to a new or different situationOne useful strategy for responding to behavioral questions is to use the “STAR”technique:* Situation or Task: Describe the situation that you were in or the taskyou needed to accomplish. You must describe a specific event or situation,not a generalized description of what you had done in the past. Be sure togive enough detail for the interviewer to understand. This situation mightbe from a previous job, from a volunteer experience, or any relevant event.* Action you took: Describe the action you took and be sure to keep thefocus on you. Even if you are dis-cussing a group project or effort,describe what you did/the impact you had, not the efforts of the team. Emphasize what you did, as opposed to what you might have done, although the interviewer might want to pursue that thread too.* Results: What happened? How did the event or activity conclude? Whatdid you accomplish? What did you learn?本文综合自网络。
behavior-questions面试综合能力问题1.Tell me about yourself.What the hiring manager really wants is a quick, two- to three-minute snapshot of who you are and why you’re the best candidate for this position.So as you answer this question, tal k about what you’ve done to prepare yourself to be the very best candidate for the position. Use an example or two to back it up. Then ask if they would like more details. If they do, keep giving them example after example of your background and experience. Always point back to an example when you have the opportunity.“Tell me about yourself” does not mean tell me everything. Just tell me what makes you the best.sample answer:I have been working in the field of civil engineering for the past 6 years. My most recent experience has been with an engineering consulting firm where I’ve worked for the last 2 years. I enjoy my job because it’s challenging and I like interacting with a variety of people. In my most recent assignment I was on a project that lasted nine months. I made a significant contribution to the project because of my expertise in sanitary engineering. One of my strengths is my attention to detail. I am known for being extremely thorough and meeting or exceeding deadlines and goals. My boss knows that I work well under minimal supervision, that I am very conscientious and that the job will be done right the first time. I’m looking for a new opportunity where I can contribute to the growth of the company by helping educate customers on the benefits of using our consulting services.My background to date has been centered on preparing myself to become the very best _____ I can become. Let me tell you specifically how I've prepared myself...Tell about your major, what you plan on doing when you get out of college, what other jobs you have had.Answer in about two minutes. Avoid details, don’t ramble. Touch on these four areas:How many years, doing what functionEducation – credentialsMajor responsibility and accomplishmentsPersonal summary of work style (plus career goals if applicable)2.Did you bring your resume?Yes. Be prepared with two or three extra copies. Do not offer them unless you’re asked for one.3.What is your long-range objective?The key is to focus on your achievable objectives and what you are doing to reach those objectives.For example: “Within five years, I would like to become the very bes t accountant your company has on staff. I want to work toward becoming the expert that others rely upon. And in doing so, I feel I’ll be fully prepared to take on any greater responsibilities which might be presented in the long term. For example, here is what I’m presently doing to prepare myself . . .”Then go on to show by your examples what you are doing to reach your goals and objectives.Although it's certainly difficult to predict things far into the future, I know what direction I want to develop toward. Within five years, I would like to become the very best _____ your company has. I would like to become the expert that others rely upon. And in doing so, I feel I will be fully preparedto take on any greater responsibilities that might be presented in the long term.4.Are you a team player?Describe what would be an ideal working environment?Team work is the key.Almost everyone says yes to this question. But it is not just a yes/no question. You need to provide behavioral examples to back up your answer.A sample answer: “Yes, I’m very much a team player. In fact, I’ve had opportunities in my work, school and athletics to develop my skills as a team player. For example, on a recen t project . . .”Emphasize teamwork behavioral examples and focus on your openness to diversity of backgrounds. Talk about the strength of the team above the individual. And note that this question may be used as a lead in to questions around how you handle conflict within a team, so be preparedYou are, of course, a team player. Be sure to have examples ready. Specifics that show you often perform for the good of the team rather than for yourself are good evidence of your team attitude. Do not brag, just say it in a matter-of-fact tone. This is a key point.5.What is your greatest weakness?Most career books tell you to select strength and present it as a weakness. Such as: “I work too much. I just work and work and w ork.” Wrong. First of all, using strength and presenting it as a weakness is deceiving. Second, it misses the point of the question.You should select a weakness that you have been actively working to overcome. For example: “I have had trouble in the past with planning and prioritization. However, I’m now taking steps to correct this. I just started using a pocket planner . . .” then show them your planner and how you are using it.Talk about a true weakness and show what you are doing to overcome it.I would say my greatest weakness has been my lack of proper planning in the past. I would overcommit myself with too many variant tasks, then not be able to fully accomplish each as I would like. However, since I've come to recognize that weakness, I've taken steps to correct it. For example, I now carry a planning calendar in my pocket so that I can plan all of my appointments and "to do" items. Here, let me show you how I have this week planned out.6.What is your greatest strength?Numerous answers are good, just stay positive. A few good examples: Your ability to prioritize, Your problem-solving skills, Your ability to work under pressure, Your ability to focus on projects, Your professional expertise, Your leadership skills, Your positive attitude.You know that your key strategy is to first uncover your interviewer's greatest wants and needs before you answer questions. And from Question 1, you know how to do this.Prior to any interview, you should have a list mentally prepared of your greatest strengths. You should also have, a specific example or two, which illustrates each strength, an example chosen from your most recent and most impressive achievements.You should, have this list of your greatest strengths and corresponding examples from your achievements so well committed to memory that you can recite them cold after being shaken awake at 2:30AM.Then, once you uncover your interviewer's greatest wants and needs, you can choose those achievements from your list that best match up.As a general guideline, the 10 most desirable traits that all employers love to see in their employees are: 1. A proven track record as an achiever...especially if your achievements match up with the employer's greatest wants and needs.2. Intelligence...management "savvy".3. Honesty...integrity...a decent human being.4. Good fit with corporate culture...someone to feel comfortable with...a team player who meshes well with interviewer's team.5. Likeability...positive attitude...sense of humor.6. Good communication skills.7. Dedication...willingness to walk the extra mile to achieve excellence.8. Definiteness of purpose...clear goals.9. Enthusiasm...high level of motivation.10. Confident...healthy...a leader.7.If you had to live your life over again, what one thing would you change?Focus on a key turning point in your life or missed opportunity. Yet also tie it forward to what you are doing to still seek to make that change.For example: “Although I’m overall very happy with where I’m at in my life, the one aspect I likely would have changed would be focusing earlier on my chosen career. I had a great internship this past year and look forward to more experience in the field. I simply wish I would have focused here earlier. Fo r example, I learned on my recent internship…” …then provide examples.Stay focused on positive direction in your life and back it up with examples.8.How did you prepare for this interview?When I found this position posted on the internet (monster) I was immediately interested. I checked out the company website and mission statement, looked at the bios of company founders and executives, and was impressed. Once I had the interview appointment, I talked with friends and acquaintances in the industry. An d, I’m sure I’ll find out a lot more in today’s meetings.”9.What kinds of people do you have difficulties working with?In my last three jobs I have worked with men and women from very diverse backgrounds and cultures. The only time I had difficulty was with people who were dishonest about work issues. I worked with one woman who was taking credit for work that her team accomplished. I had an opportunity to talk with her one day and explained how she was affecting the morale. She became very upset that others saw her that way, and said she was unaware of her behavior or the reactions of others. Her behavior changed after our talk. What I learned from that experience is that sometimes what we perceive about others is not always the case if we check it out.10.How do you handle conflict? (How would you evaluate your ability to deal with conflict?)On the job, there are many possible sources of conflict. Conflicts with: fellow employees management rules, procedures clients, customers demands of work vs. personal life, family The best way to approach a good answer is to look at if from the employers point of view—they want to be your first priority and they want you to solve problems (not bring them any). “I know everything cannot run smoothly at work all the time. When there is a conflict I usually try to determine the source of the problem and see if it can be solved. This might involve other members of the work team discussing the problem and offering possible solutions. I would then try to pick the solution which appears to have the best outcome and put it into action.” A natural follow-up to this would be: Tell me when you solved a conflict at work. So, have a brief example…, a short story… to illustrate your approach. Even if not asked, you can offer your story! If it proves your point and accentuates a skill needed for the position, go with it.I believe I am quite good at handling conflict. Working in retail and in the residence halls required that I make many unpopular decisions at times, whether it was terminating an associate or taking judicial action on a resident. Often the person in conflict with me would be upset and sometimesphysically outraged. I would always make sure that I fully explained the situation, the policies behind my decision, and why those policies exist. Usually by the end of the conversation, the person could see the other side of the situation.11. How do you handle rejection?Rejection is part of business. People don’t always buy what you sell. The tick here is to separ ate rejection of your product from rejection of yourself: “I see rejection as an opportunity. I learn from it. When a customer takes a pass, I ask him what we could do to the product, price or service to make it possible for him to say yes. Don’t get me wrong: You’ve got to makes sales. But rejection is valuable, too. It’s a good teacher.”12.Tell me about a time when you tried and failed?Has this ever happened to you? No one expects perfection actually, employers are more interested in your ability to cope, to learn from mistakes, and to deal with others who are less than perfect. If you have an example, certainly pick one that happened a while back, was not earth shattering in the results, and one which you learned and applied this knowledge recently. T his is a version of ‘damning with faint praise’ by picking an incident that was minor in scope but, since you are so wise and are always willing to learn, has taught you a valuable lesson.13.What are some of the things you find difficult to do?The interviewer is looking to determine how well you know yourself, how you react to difficult situations/tasks and credibility. Look back over your work experience for examples of challenges… speaking in public at a meeting, disagreeing with a manager over an important issue, being asked to use a software program you have not had an opportunity to learn… These ’stories’ should illustrate a lesson learned, a problem overcome or a weakness being dealt with. “I always seem to need a day or two to prepare myself to give a presentation to department heads. When I know I have to give a report on my projects, I plan out all the details in advance and rehearse. One time, there was a problem with a supplier and I was asked to update senior management… immediately. The suppl y chain was crucial to the completion of an important project we had been working on for 5 months and decisions had to be made based on the information I had to prepare and present on a moment’s notice. I gathered the information and presented it simply and in detail. It was much easier than I thought without the hours of concern and practice. The facts spoke for themselves. Since I understood the situation, I was able to make it clear to management and get a rapid decision. I still prefer advance notice but I know I can deliver when asked to.”14.What are your short and long term goals?No one can make goals for you. It comes down to where you are in your professional life and what you want to do. Most people have 5-6 careers in their working lifetime—some with 2 careers going at the same time (like us). The best advice is to be certain to relate your answers to the organization that interviews you. Do not make a point of having goals that cannot be realized there (”I want to work in Paris.” Organization i s strictly domestic.) If you do your research into the organization, and into what you truly want to do in the future, you will be able to come up with reasonable responses. No one is going to come back to you in five years and chastise you for not meeting these goals! You will not be held to them… it is only an interview and they are interested in how you see yourself (and they wantto see you in the job.)My primary objectives are to learn as much as possible about your company's product offering, organizational structure, and professional sales techniques so that I may become the most productive member of your sales team.What are your short-term goals?Many executives in a position to hire you are strong believers in goal-setting. (It's one of the reasons they've achieved so much.) They like to hire in kind.If you're vague about your career and personal goals, it could be a big turnoff to many people you will encounter in your job search.Be ready to discuss your goals for each major area of your life: career, personal development and learning, family, physical (health), community service, and (if your interviewer is clearly a religious person) you could very briefly and generally allude to your spiritual goals (showing you are a well-balanced individual with your values in the right order).Be prepared to describe each goal in terms of specific milestones you wish to accomplish along the way, time periods you're allotting.My short-term objectives are to graduate from the Professional Development Program before the standard two years and begin developing a clientele. As an intern, I prepared ahead of time by studying for the Series 7 and Series 64 exams that constitute a majority of a beginning financial consultant's time. I'd like to make make the company that hires me wonder what it ever did without me.15.Where do you see yourself in five years?This is the interviewer trying to see how you are in making long range plans and if you have goals that mesh with the organizations. One way to answer this question is to look back on your accomplishments to date: “I started out in my profession as a junior clerk while I completed my college studies during the evenings. Once I had my degree, I applied for a transfer to a more advanced position, citing my on-the-job training. This has been my pattern for my career with my past 2 employers. , I learn quickly on the job and am willing to take classes and workshops to augment my experience. I have been able to assume greater responsibilities and add more value to the organization.I do not think in terms of titles… I think more in terms of “How can I solve this problem? Since this has been my career style to date, I do not imagine it to change. In five years, I feel I will have continued to learn, to grow into a position of more responsibility and will have made a significant contribution to the organization.”Although it is hard to predict the future, I sincerely believe that I will become a very good financial consultant. I believe that my abilities will allow me to excel to the point that I can seek other opportunities as a portfolio manager (the next step) and possibly even higher. My ultimate goal continues to be -- and will always be -- to be the best at whatever level I am working at within Merrill Lynch's corporate structure.16.Where do you want to become ten years from now?Ten years from now I see myself as a successful consultant for a world-class firm like yours. I want to have developed a wonderful bond with my employer I will have proven myself a highly competent systems analyst and will represent my company in helping others find solutions to their information-systems needs in a professional and timely manner.17.Would you rather work with information or with people?I like the validity of information and also like the energy that comes with working with people. The best thing about working in a group is combining the great minds from different perspectives and coming up with something extremely great, compared with when you're working alone. At the same time, information can generate vitality in the project you're working on. No matter how many heads you've got together, without information, you can't go very far. The perfect situation would be a combination of working with information and people, and I'm confident of my abilities in both areas.18.Do you have the qualifications and personal characteristics necessary for success in your chosen career?I believe I have a combination of qualities to be successful in this career. First, I have a strong interest, backed by a solid, well-rounded, state-of-the-art education, especially in a career that is technically oriented. This basic ingredient, backed by love of learning, problem-solving skills, well-rounded interests, determination to succeed and excel, strong communication skills, and the ability to work hard, are the most important qualities that will help me succeed in this career. To succeed, you also need a natural curiosity about how systems work -- the kind of curiosity I demonstrated when I upgraded my two computers recently. Technology is constantly changing, so you must a fast learner just to keep up or you will be overwhelmed. All of these traits combine to create a solid team member in the ever-changing field of information systems. I am convinced that I possess these characteristics and am ready to be a successful team member for your firm.19.What are your weak points?Don’t say you have one, but give one that is really a “positive in disguise.” I am sometimes impatient an d do to much work myself when we are working against tight deadlines.” Or “I compliment and praise my staff, but feel I can improve.”20.What personal weakness has caused you the greatest difficulty in school or on the job?My greatest weakness had been delegation. I would take it upon myself to do many small projects throughout my shift as a manager that could have been done by others in an attempt to improve my workers' efficiency. Once I realized that I was doing more work than the other assistant managers, and they were achieving better results, I reevaluated what I was doing. I quickly realized that if I assigned each person just one small project at the beginning of their shift, clearly state expectations for the project, and then follow up that everything would get done, and I could manage much more efficiently and actually accomplish much more.21.How has your education prepared you for your career?This is a broad question and you need to focus on the behavioral examples in your educational background which specifically align to the required competencies for the career.An example: “My education has focused on not only the learning the fundamentals, but also on the practical application of the information learned within those classes. For example, I played a lead role in a class project where we gathered and analyzed best practice data from this industry. Let me tell you more about the results . . .”Focus on behavioral examples supporting the key competencies for the career. Then ask if they would like to hear more examples.As you will note on my resume, I've taken not only the required core classes in the _____ field, I've also gone above and beyond. I've taken every class the college has to offer in the field and also completed an independent study project specifically in this area. But it's not just taking the classes to gain academic knowledge I've taken each class, both inside and outside of my major, with this profession in mind. So when we're studying _____ in _____, I've viewed it from the perspective of _____. In addition, I've always tried to keep a practical view of how the information would apply to my job. Not just theory, but how it would actually apply. My capstone course project in my final semester involved developing a real-world model of _____, which is very similar to what might be used within your company...22.Have you ever had a conflict with a boss or professor? How was it resolved?Note that if you say no, most interviewers will keep drilling deeper to find a conflict. The key is how you behaviorally reacted to conflict and what you did to resolve it.For example: “Yes, I have had conflicts in the past. Never major ones, but there have been disagreements that needed to be resolved. I've found that when conflict occurs, it helps to fully understand the other person’s perspective, so I take time to listen to their point of view, and then I seek to work out a collaborative solution. For example . . .”Focus your answer on the behavioral process for resolving the conflict and working collaboratively. 23.If I were to ask your professors to describe you, what would they say?This is a threat of reference check question. Do not wait for the interview to know the answer. Ask any prior bosses or professors in advance. And if they’re willing to provide a positive reference, ask them for a letter of recommendation.Then you can answer the question like this:“I believe she would say I'm a very energetic person, that I’m results oriented and one of the best people she has ever worked with. Actually, I know she would say that, because those are her very words. May I show you her letter of recommendation?”So be prepared in advance with your letters of recommendation.24.Tell me about a time when you had to plan and coordinate a project from start to finish.I headed up a project which involved customer service personnel and technicians. I organized a meeting to get everyone together to brainstorm and get his or her input. From this meeting I drew upa plan, taking the best of the ideas. I organized teams, balancing the mixture of technical and non-technical people. We had a deadline to meet, so I did periodic checks with the teams. After three weeks, we were exceeding expectations, and were able to begin implementation of the plan. It was a great team effort, and a big success. I was commended by management for my leadership, but I was most proud of the team spirit and cooperation which it took to pull it off.25.Describe a situation where others you were working with on a project disagreed with your ideas. What did you do?I was on a project team in a business class in my freshman year in college, The group brainstormed ideas for the video we were assigned to produce, and everyone but me was leaning toward an idea that would be easy. I suggested instead an idea that would be more difficult but would be something different that no other group would be doing. I used my communications skills to persuade the rest of the group to use my idea. During the project, , we really learned what teamwork was all about, became a close team, and ended up putting a lot of hard work into the project. All the team members ended up feeling very proud of the video, and they thanked me for the idea -- for which we earned anA.36.What do you know about our organization?Research the target company before the interview. Basic research is the only way to prepare for this question. Do your homework, and you’ll score big on this question. Talk about products, services, history and people, esp ecially any friends that work there. “But I would love to know more, particularly from your point of view. Do we have time to cover that now?This question is one reason to do some research on the organization before the interview. Find out where they have been and where they are going. What are the current issues and who are the major players?37.What experience do you have?Try to cite experience relevant to the company’s concerns. Also, try answering these questions with a question: “Are you looking f or overall experience or experience in some specific area of special interest to you?” Let the interviewer’s response guide your answer.What experience do you have in this field? Speak about specifics that relate to the position you are applying for. If you do not have specific experience, get as close as you can.I think I have my current job because of my experiences abroad. Those experiences gave me greater self-confidence and a greater understanding of myself, which led to my willingness to uproot myself and try new work in a new location.”38.According to your definition of success, how successful have you been so far?Be prepared to define success, and then respond (consistent record of responsibility)You should always answer yes and briefly explain why. A good explanation is that you have set goals, and you have met some and are on track to achieve the others.39. How has your college experience prepared you for a business career?Emphasize your best and favorite subjects. If grades were average, talk about leadership or jobs you took to finance your education. Talk about extra-curricular activities (clubs, sports, volunteer work)I have prepared myself to transition into the the work force through real-world experience involving travel abroad, internship, and entrepreneurial opportunities. , While interning with a private organization in Ecuador, I developed a 15-page marketing plan composed in Spanish that recommended more effective ways the company could promote its services. I also traveled abroad on two other occasions in which I researched the indigenous culture of the Mayan Indians in Todos Santos, Guatemala, and participate din a total language immersion program in Costa Rica. As you can see from my academic, extracurricular, and experiential background, I have unconditionally committed myself to success as a marketing professional.40.What do you look for in a job?Flip this one over. Despite the question, the employer isn’t really interested in what you are looking for. He’s inte rested in what he is looking for. Address his interests, rather than yours. Use words like “contribute,” “enhance,” “improve,” and “team environment.” Fit your answer to their needs Relate your preferences and satisfiers/dissatisfiers to the job opening.。
What are behavior-based interview questions?Behavior-based interview questions are developed around the skills or abilities the employer desires for the position. By asking these questions, employers can get a sense of how the applicant will perform, fit into the work environment, and respond to common job pressures.Flexibility/AdaptabilitySample interview questions for this competency are as follows:►Tell me about a situation where you had to quickly adjust to a change in your department or team priorities. How did this change affect you?►Describe a time you had to meet a scheduled deadline while your work was being interrupted continuously. What was most difficult about this and how did youhandle it?►Tell me about a time a significant change was made within your company or organization. How did the change affect you?►Give me an example of a time when you had to balance multiple responsibilities at once. What did you do to keep organized? How did you prioritize your tasks? Appreciating and Valuing DiversitySample interview questions for this competency are as follows:►Interacting with coworkers or customers from different backgrounds or cultures can be challenging at times. Tell me about a challenging time you were faced with a person from a different background or culture.►In your own words, describe what diversity means to you.►Give me an example of different types of individuals you have worked with and how you got along with each of them.Customer Service OrientationSample interview questions for this competency are as follows:►Tell me about a time you were approached by an upset customer, but in this situation you knew they were wrong. How did you deal with the situation?►Tell me about the internal/external customers at your current place of employment.What percentage of your time is/was spent servicing them? Tell me about one of these instances.►Describe what skills or qualities are important for dealing effectively with customers. Give me an example of when you used these skills.►Describe a situation when you had to involve others to help solve a customer’s problem. What was the problem and how did others help?►On occasion, we all wish that we could change how we interact with customers.Tell me about a customer interaction you wish you could change. What would you do differently?►Tell about a time when you worked with a customer who was satisfied.►Tell about a time when you had to handle a difficult customer. Did the customer leave happier?CommunicationAn effective way to measure this skill is through observation. Interviewers may evaluate the applicant by their use of appropriate grammar and vocabulary and whether the applicant provides clear descriptions and demonstrates effective listening skills. Particular attention will be paid to the applicant’s delivery style, including rate, volume, and body language. One way written communication skills are evaluated is a careful review of an applicant’s completed application, or the interviewer may ask for writing samples if this is important for the position.Sample interview questions for this competency are as follows:►Tell me about a time you were approached by an irate customer, coworker, or individual. What was your response?►Tell me about a time you had to give a presentation to a group.►Describe one of the most difficult communication situations you have encountered to date. How did you handle it and what was the outcome?►Describe a time when you had to communicate bad news to someone. How did you prepare? What was the outcome?Continuous Learning and GrowthSample interview questions for this competency are as follows:►Can you describe a time when you needed to learn new information aboutchanging products, markets, or procedures? What did you do?►What techniques have you learned to make your job easier or to make you more effective?►Give me an example of when you had to learn something complex in a short period of time.Decision MakingSample interview questions for this competency are as follows:►Give me an example of when you had to make a decision about something that you would have preferred having more information about.►Can you give me an example of when you had to make an unpopular decision?What was the result?►Describe a time you had to go against traditions or policies to accomplish a goal.What was the result?►Tell me about a time when you made a bad decision. What was the result? Follow-UpSample interview questions for this competency are as follows:►What is your system for tracking progress on delegated projects for which you are responsible? Give me an example.►Give me examples of how you monitor the satisfaction of your internal/external customers.►Have you ever delegated an assignment that was not completed on time? What happened? What did you do?InitiativeSample interview questions for this competency are as follows:►Have you ever suggested new ideas to your manager? What were they and what happened?►Tell me the steps you have taken to improve your skills or performance. What was the result?►What do you do differently from your peers that makes your work unique? Give me an example.►What would you describe as your greatest professional/work achievement? How did you achieve it?►Give me an example of a time when you took on a responsibility that was not assigned to you but needed to be done.Inspiring and Guiding OthersSample interview questions for this competency are as follows:►Tell me about a time that you inspired someone to work hard to do a good job.How did you do it? What was the result?►Give me an example of a time that you were able to get someone outside of your department/team to cooperate with you on an important project/assignment. IntegritySample interview questions for this competency are as follows:►Can you give me an example of a time that you had to bend an organizational practice or policy to get your work done more efficiently?►Have you ever been faced with a situation when the line between confidential information and public knowledge was blurred? What did you do?►Have you ever been in a situation where your manager asked you to do something that you did not think was appropriate? What did you do?Organizational FitSample interview questions for this competency are as follows:►When considering a new job opportunity, what elements—such as job responsibilities, location, and hours of work—are important to you?►What do you consider to be your three greatest strengths? Give me an example of when you used each of these strengths.►What skill do you feel you need to develop the most? Why?►Describe some specific tasks or conditions you found frustrating. How did you handle them?►Describe the style of management under which you work most effectively. Why do you prefer this style?►Tell me about a time you received constructive criticism. What was it? How did itmake you feel when you received it? What did you do to improve?Planning and OrganizingSample interview questions for this competency are as follows:►Describe your system of planning and organizing your work. Give me an example of how this system helped you do your job.►Walk me through a recent or typical workday and explain how you planned the day’s activities.►Tell me about a time you were faced with conflicting priorities. How did you determine what was the top priority?►Tell about a time you were responsible for planning an event and had very limited resources. How did you overcome this obstacle?Problem Solving and JudgmentSample interview questions for this competency are as follows:►Give me an example of a time you were unsure what your internal/external customer wanted. How did you handle the situation?►Tell me about a time that you had to get information by asking many questions of several people. What was the result?►Describe the biggest work-related problem you recently faced. How did you handle it?Sales AbilitySample interview questions for this competency are as follows:►Describe a time when you had to use a different approach because your initial approach failed to sell or persuade another.►Tell me about the most successful time you sold an internal/external customer a product or idea. What did you do to make it successful?►Tell me about a time that you felt you had a good idea for solving a problem, but were unable to convince others to try your idea. What did you do? Why was itrejected?Service QualitySample interview questions for this competency are as follows:►Describe what you do to control errors in your work.►How do you know if your customers are satisfied with the quality of service they receive from you? Give me a specific example.►Describe a time you identified an error or problem that could have had a negative impact on the customer. What did you do?TeamworkSample interview questions for this competency are as follows:►Tell me about a time when you had to work with a team member who was not pulling his/her weight. How did you handle it?►Tell me about the most effective team you have worked with. What made them effective? What role did you play in the team?►Have you ever helped a coworker improve his or her performance at work? Tell me about a specific instance.TenacitySample interview questions for this competency are as follows:►Tell me about a time when one of your customers was experiencing repeated problems with your company’s products or services. What did you do to solve that customer’s problem?►Describe a situation when you tried your hardest, but were unable to achieve your desired result. What did you do? Why were you unsuccessful?►Tell me about a project/task you were involved in where you faced a major obstacle. What did you do to get around that obstacle?Tolerance for StressSample interview questions for this competency are as follows:►Describe one of the most challenging interactions you have had with an internal/external customer. What happened?►Describe the most stressful work situation you have faced. Why was it stressful and how did you react?►Tell me about a time that you faced unrealistic/unreasonable goals or expectations. How did you respond/handle it?Work StandardsSample interview questions for this competency are as follows:►Describe your standards of success in your job. What have you done to meet those standards?►Describe a situation in which your results did not meet your manager’s expectations. What happened? What action did you take?►When evaluating your direct reports’ performance, what factors are most important to you?►Tell me about a time when your work was above standard and a time it was below standard. What were some reasons for the difference in performance?Job Preferences/Job Fit►Tell me about a time when you were asked to change your schedule unexpectedly.How did you feel about it? How did you handle it?►What types of responsibilities do you like most?►What types of responsibilities do you like least?►When you imagine yourself sitting at your desk, working hard, with a smile on your face, what type of job are you doing?►When you imagine yourself frustrated and stressed at work, what is going on?►What behaviors does your current organization value or reward? Are they important to you?►What do you like most about your current work environment?►Why or how did you choose your current location?►What makes one location more desirable to you than another?►Can you describe your dream job?►If you could change one thing about your current job, what would it be?。
Behavioral Interview QuestionsOutlined below is sampling of behavioral based interview questions. Behavioral basedquestions are the single best predictor of a candidate's future job performance. Your questions should be targeted to the candidate's past job behavior and should explore theireducation and work experience, intellectual capacity, interpersonal, interaction skills andmotivation factors. Questions should be open -- ended; avoid questions that can only be answered with a 'yes' or 'no'.Technical Knowledge and ExperienceWhat activities have you participated in to improve your technical awareness overthe last year? How did you incorporate them into your current job?What do you think are the three most critical areas for the future? Why?Discuss your experience in _________. What were your most common problems,why, and how did you handle them?Think of a project you participated in over the last year. Tell me exactly what yourrole was and what you did. What problems or issues were there and how did youhandle them?What skills and expertise do you bring to this job and how will you use them?What are the critical technologies for __________. How do you think they will effect you in your job?Think of a project or situation you had where you made a mistake. Why and whathappened? What did you learn?What technical achievement are you most proud of and why? What are you the least proud of and why?Leadership l Management SkillsDescribe your management philosophy and practices. Tell us about a time when you really had to put them to the 'test'.What management skills and experience will you bring to enhance _______?Describe a time when you had to hire a number of staff who were going to work as a team. How did you do that -- what traits did you look for?Describe a time when you had to resolve conflicts that arose from managing a team or multi-program department. What did you do -- what did you learn?Describe how you foster a highly motivated and productive work environmentespecially during times of change.What experience have you had implementing reorganizations or change in anorganization? How did you do this -- what were the challenges and regrets?Describe a situation where you've had to determine what technologies/projectsshould be included in an organization. How did you do that -- what criteria did you use?Describe a time when you've had to work with strong -- willed peers. What did you do -- how did you handle them so you could influence their decisions?Analytical SkillsDescribe a situation when advising or recommending a course of action where thecustomer did not follow or did not accept. What happened -- what did you learn?Describe examples of problem solving and decision making required in your job.Have you had to explain data -- how it was derived and what it means?Describe a situation where you made a decision that was overturned. What were the consequences? Did you do anything different as a result?Describe a failure/mistake in your professional life. What did you do about it?Describe a project/assignment that resulted in a process improvement.Writing Skills l Presentation skillsDescribe the types of experience you have had writing for ___________.What experience do you have giving presentations? What is your preferred method?Describe experience in developing and/or conducting presentations or trainingactivities.Interpersonal Communication SkillsWhat contributions have you made to improve teamwork?What work have you done that involved working with sensitive or confidential issues? Customer Service SkillsIn your current position, who are your customers? What are their needs? How do you know you are meeting their needs?Tell us about one of your demanding customers. Why? What conflicts did you have?How did you resolve them?Can you identify a situation where you received some customer feedback that made you re-think the way you were working?Describe how you established partnering relationships with your clients.Describe your experience in influencing or participating in a customer decision.Multi-tasking | Organizational skillsDescribe a large-scale project you were responsible for -- how did you meet yourdeadlines?Describe your method of handling your projects or work each day.Give examples of a situation where there were competing priorities. What actions did you take and what were the results?Can you describe something you worked on that involved a lot of detail and how did you handle it?Job MatchHow would you describe your ideal job?Why do you want to leave your current job?If we were to ask your supervisor about your strengths, what would he or she say?What areas do you still feel need developing to improve your effectiveness on thejob?What are you doing currently in your job that you would like to not have to do? What are you doing you'd like to continue doing?。
解析行为面试法让我们先来看看几个典型的Behavioural-basedInterviewquestions吧，为了保持原汁原味，以下问题用英语给出。
问题1.Whatareyourstrengthsandweaknesses？问题2.Describeoneofthemostchallengingprojectsyouhaveparticipate dinthepastyears？问题3.Tellmeaboutasituationthatirritatedyou.问题4.Tellmeaboutsomethingyoufailedtoaomplishinyourlastposition .问题5.Whoisthetoughestpersonyoufounditdifficulttoworkwith？Andhowdidyouhandlethissituation？问题6.Whatarethemajorpersonalitydifferencesbetweenyouandyourlas tboss？看到第一个问题，简单吧？读者朋友会不会嗤之以鼻？且慢，我敢说，没有多少朋友能给出满意答案的。
对强项（strengths）的回答，很多同胞都会说自己是Fastlearner，hardworker等等。
仅仅这样列出几个强项是远远不够的，必须用至少一个真实的故事对每一个强项进行佐证。
譬如说自己是Fastlearner，就必须举例说在哪一年哪一个项目中要采用什么最新的技术，自己怎样在很短的时间内掌握了这项技术，并及时完成了项目。
同样，对弱项（weaknesses），也不能仅仅说自己哪项不行，大多数同胞都会回答自己英语口语不好，但最好要接着说，自己一直在努力提高，如坚持参加一些听力课程，改正自己的发音等。
这样的回答，用事实，也就是应聘者自己过去的行为对答案进行了论证，从而使面试者（Interviewer）心服口服，并预测到应聘者将来被雇佣后也会坚持自己的优点和改正自己的缺点。
素质行为面试法素质行为面试法是一种常用的面试方法，它主要关注应聘者的素质和表现行为。
下面将从面试的准备、面试的过程和面试的评价三个方面来介绍素质行为面试法。
面试前的准备工作非常重要。
首先，招聘人员需要明确所招聘的职位的岗位要求和所需素质。
其次，要制定出合适的面试题目和评价标准。
这些问题应该涵盖应聘者的专业知识、个人素质、沟通能力、团队合作能力等方面。
最后，还需要研究应聘者的简历和自荐信，掌握他们的基本情况和个人特点，以便在面试中更好地评估他们的素质和能力。
面试的过程中，招聘人员应该注重观察和引导应聘者展示他们的素质和行为表现。
在提问的过程中，要尽量更开放的问题，引导应聘者进行具体的描述。
比如，不是问“你是否善于团队合作？”，而是问“请举一个你在团队中成功合作的案例，并谈谈你在其中扮演的角色和作出的贡献”。
这样的问题能更好地了解应聘者的实际经验和能力。
同时，招聘人员还要留意应聘者的非言语表达，比如他们的神情、姿态、眼神等都能反映出他们的自信程度和言谈举止是否得体。
面试结束后，招聘人员应该对应聘者的回答和表现进行全面的评价。
评价不仅仅是根据应聘者的回答是否正确或者是否符合自己的期望，更重要的是看他们的回答和表现是否能体现出相关的素质和行为特点。
评价结果可以通过给每个问题打分或者用描述性的语言来进行。
同时，要将每个应聘者的评价结果进行比较分析，选出最合适的人选。
素质行为面试法的优势在于能够全面客观地评估应聘者的素质和能力。
相比传统的技能面试方法，它更注重应聘者的表现行为，能更好地预测他们在实际工作中的表现。
此外，通过面试过程中的观察和引导，招聘人员还能获得更直观、真实的信息，更好地了解应聘者的个性和潜力。
然而，素质行为面试法也存在一些局限性。
首先，它更加依赖面试官的主观判断和评价能力，可能存在一定的主观误差。
其次，在面试过程中，有些应聘者可能表现出紧张或者回答不准确，而实际上他们的素质和能力可能并非如此。
