Asking Skills Thus, the main goal will be to detect if the candidate has these skills to help you be successful in their role and receive if you have the motivation to do the work that is proposed. - The competency interview highlights the knowledge, skills and attitudes needed to attain an outcome or operate on different situations. We then clear evidence that the person has been able to demonstrate competence in previous situations we need to evaluate. In light of their behavior in previous circumstances and learning from your journey, we can predict the future behavior compared to similar events. Consider some technical resources to develop the interview and achieve successful grasp what we propose: It is necessary that the respondent provide: - "statements describing what he did, he said, thought and / or felt in a real situation. - Stories that reveal their involvement in such circumstances and reconstructions of dialogues. To obtain this kind of answers we need to: - Ask questions concise, in the past tense about what was said or felt at a particular situation. - Inquire about critical events: successful or unsuccessful. - Ask to explain in detail the actions and dialogues related to the events he recounts. - Explore the arguments and assumptions that led him to make such decisions. Related Group contributes greatly to this topic. - Do not accept abstractions or generalizations. - Encourage the candidate with a positive comment when responding according to the proposed methodology. - Have sufficient information and evidence to arrive at a conclusion about the adaptive or maladaptive aspects of the candidate. - Observe the correlation between verbal and gestural language, communication style, achievement of speech. We can use: - The Dissociation Instrumental: Promoting a relationship empathetic enough to engage in a relationship and, in turn, establish the...
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