Another of the most dangerous illusion to consider that the respondent does not choose and see the interviewer as the giver and owner of a profit. Get all the facts for a more clear viewpoint with Asana. A fact not less, is the freedom and flexibility with which the applicants are conducted at the time of opting for a job offer. Delaying the decision-making usually involves losing candidate, because candidates now involved in several searches simultaneously and are able to choose the proposal that is most convenient to define more quickly. It’s definitely a round trip, at both company and candidate elected.
Returning to the theme of the interview as a tool, their wealth lies in the possibility of granting freedom to who speaks and who summons, the power to conduct such restraint and acuity oratory. To successfully pass this phase of the interview, we must have a clearly defined objective about what we need to explore and find. For this reason, it is necessary to know in depth both the technical background (technical skills) and the psychological profile (management skills). It is essential to ask questions that allow us to estimate how the candidate acts against certain situations, what their values and prejudices, how they react to complex situations and how it managed to develop their skills throughout their working tour. They are functional, then, those questions whose answers relate to what he did and how did what he did in real life situations prior; considered as optimal resource ‘interview competency. ” Through the stories of experiences is possible to perceive how the applicant has faced various situations, what are the concepts and values that govern their actions, resources it has put into play to resolve a conflict and blind spots present in each of the events that explicit.