TargetedSelections

目標甄選技巧BUHRDevelopment區(qū)域人力資源發(fā)展InterviewGuidelines

面試指南Introduction概要TargetedProcess-Acomprehensiveandstructuredcompetency-basedtoolthatguidestheintervieweronwhattodobefore,duringandaftertheinterview.目標-

全面結(jié)構(gòu)化能力式面試指導，是提供我們面試官如何進行面試前準備、面試中能力式提問、面試后評估的一個實用工具Before–gothroughpreparationchecklist面試前

–仔細檢查準備清單During–Outlinetheinterviewandaskcompetency-basedquestions

面試中

–擬定面試框架并提出能力式面試問題After

–Analyseandratecompetenciesbasedonanswersfrombehavioralquestions面試后–就其行為表現(xiàn)問題的解答進行分析并打分

METRO’scorecompetencies-CompetenciesconsideredbyMETROGroupasimportant.Additionally,KAE&SEsareassessedon“SalesCompetence”.核心能力-

麥德龍集團認為重要的七大核心能力；此外，增加了KAE/

SEs

“銷售能力”的面試問題Application-ForpositionsatHDlevelandabove適用

–主管及以上職位Whyisitnecessary?為什么這是必需的？Consistent–Interviewprocessisstructured.Samequestionstosamepositioninterviewed.Facilitatescomparisonofcandidates.Howdoyoucompareifcandidatesareaskeddifferentquestions?一致性

-

結(jié)構(gòu)化的面試過程，針對同一個職位的不同應(yīng)聘者提出相同的問題，有助于面試官進行比較。如果向應(yīng)聘者提出不同問題，你將如何作比較？Accurate–Assessandrecruitcandidatesbasedontheiranswerstobehaviouralquestions.BehaviouralanswersreflectonexperienceandpredicthowcandidatewillrespondinasimilarsituationinMETRO.Offersabettermatchbetweenpersonandposition.準確性

-

根據(jù)應(yīng)聘者對行為表現(xiàn)方面的面試問題的回答進行甄選和評估。應(yīng)聘者的回答不僅能了解應(yīng)聘者的相關(guān)工作經(jīng)驗，而且能預(yù)測將來其在麥德龍遇到類似情形時的反應(yīng)，使應(yīng)聘者與聘用職位更加適合。Retention–Accuracyofmatchingpersontojobimprovesretentionofemployee.留任

–被錄用人員與職位的完全適合度能提高其工作留任123Whyisitnecessary?(Continued)為什么這是必需的？(繼續(xù))Quality–Facilitateshiringthebestcandidateforthejob.Qualitycandidateshavehigherchanceofsuccessfuljobperformance.質(zhì)量–使錄用適合職位的最佳人選更容易,即錄用質(zhì)量的候選人意味著成功達成績效的概率更高。PositiveImpression–TheprofessionalinterviewprocessgivesjobcandidatesapositiveimpressionofMETROasagoodemployer.積極正面印象–專業(yè)的面試給應(yīng)聘者留下“麥德龍是一家好企業(yè)”的積極正面印象Objective–SelectiondoneusingCompetenciesvaluedbyMETRO.Thecompetenciesofeachcandidateareassessedandrated.目標性–甄選運用了麥德龍核心能力，對每位應(yīng)聘者的能力進行評估打分RationalDecision–Decisionsarebasedonstructuredprocessandcarefulanalysisofbehaviouralcompetencies.Facilitatesrationaldecisionmaking.理性決策–基于結(jié)構(gòu)化面試流程及對行為表現(xiàn)能力的認真分析，幫助面試官作出理性決策4567BeforetheInterview面試前Reviewapplicationmaterials

評估應(yīng)聘者申請資料Focusonthecontentoftheresume關(guān)注簡歷內(nèi)容Anythinginterestingintheapplicationletter?應(yīng)聘信上描述的有趣事Anynewinformationinapplicationforms?申請表中任何新的信息Testimonialsmaybebiased推薦信可能存在的偏差Decidewhichjobs/experiencesaremostrelevanttothejobbeinginterviewedfor確定哪些工作經(jīng)歷與提供面試的職位最吻合Backgroundandjobfit

應(yīng)聘者的背景與職位適合度Noteanyjobs/experiencesinwhichyouareunclearorwouldlikemoreinformation對于那些工作經(jīng)歷不清楚的或需要進一步了解信息的做好記錄Noteanygapsinemployment標出與錄用條件的差距Assessjobfitandmotivation評估其職位適合度及應(yīng)聘的動機12BeforetheInterview面試前34Reviewtheattachedplannedbehaviouralquestions選定附件中預(yù)先設(shè)計的行為表現(xiàn)方面的面試問題Reviewthecompetencydefinitionsandquestions熟悉能力方面的解釋及相關(guān)的面試問題Choose1-3questionsfromeachcompetency選擇1~3個問題準備提問Modifyquestionstofitcandidate’sexperience修正問題，使其更加符合應(yīng)聘者的工作經(jīng)驗背景Decideiforderofquestionsneedtobechanged確定提問的順序是否需要調(diào)整

Developadditionalquestions,ifnecessary如有必要，可以開發(fā)或增加問題ForKAE&SE,begininterviewwith“SalesCompetence”questions.針對KAE/SSE/SE的職位，面試提問可以從“銷售能力”開始EstimateTiming

預(yù)估面試時間EstimatethetimeneededtocovereachsectionoftheInterviewGuide.Forathoroughinterview,allow60-90minutespercandidate.Terminatetheinterviewafter15-30minutesifthecandidateisnotsuitable.根據(jù)面試指南預(yù)估完成每一項所需時間，對于一個綜合面試，面試每個應(yīng)聘者大約需要60~90分鐘；如果認為應(yīng)聘者不合適，則面試在15~30分鐘以后結(jié)束OpeningtheInterview開始面試12Greetings

問候Starttheinterviewbyfirstgreetingthecandidateandgivingyournameandposition.問候應(yīng)聘者，介紹自己的名字和職位ExplainPurpose

說明面試的目的Knowapplicant&interviewer讓應(yīng)聘者和面試官相互認識Learnmoreabouttheapplicant’sbackgroundandexperience了解應(yīng)聘者背景和工作經(jīng)歷Helptheapplicantunderstandthepositionandorganization幫助應(yīng)聘者了解該職位及組織OpeningtheInterview開始面試3InterviewPlan

面試安排Tellthecandidatethattheinterviewwillbeusedtoreviewandaskquestionstogetspecificinformationaboutjobsandexperiences.要求應(yīng)聘者在簡述以往的工作經(jīng)歷，通過提問獲得以往工作中的特定信息Provideinformationaboutpositionandorganization.提供相關(guān)職位和組織信息Allowcandidatetoaskquestions.允許應(yīng)聘者提出問題Pointoutthatyoubothwillgetinformationtomakegooddecisions.指出雙方都可以獲得彼此需要的信息，從而做出明智的決定Indicatethatyouwillbetakingnotes.表明你將會做記錄DuringtheInterview面試中1Education

教育Accomplishmentsduringschool在校期間所取得的成績Importantideasandconceptlearnedinschool在校期間所學到的重要理念/觀念等WorkBackground

工作背景Jobandexperienceandreporting工作經(jīng)歷和匯報對象Majorresponsibilitiesandduties主要工作職責Jobchangesandpromotions工作變動和職務(wù)晉升Motivation

應(yīng)聘動機Likesanddislikesaboutcurrent/previousjobs在現(xiàn)在/過去的工作中最喜歡和最不喜歡的?Whyplanningtoleave(ifappropriate)為什么打算離職（只有在適合的情況下提問）Frustrationsatwork,why?工作中受挫情況，為什么？23DuringtheInterview面試中4BehaviouralQuestions

行為表現(xiàn)問題ForKAE&SEpositions,startthebehaviouralinterviewwith“SalesCompetence”questions針對KAE&SE應(yīng)聘者，面試提問可從“銷售能力”方面開始Askthebehaviouralquestionsthatyouhaveselectedorprepared依據(jù)你挑選或已準備的行為表現(xiàn)方面的面試問題進行提問

Adaptquestionstofunctionsbeinginterviewed根據(jù)面試的作用調(diào)整面試問題Keepaskingprobingquestions.Donotaccept“readyanswers”immediately采用探究性提問技巧，不接受表面看起來“理所當然的答案”Listenandmakesurethatthecandidatetalksmostofthetime傾聽，確保應(yīng)聘者充分表達Writedownkeyevidencefromthecandidates’answersforeachcompetency記錄應(yīng)聘者在回答每一項“能力”問題時搜集到的重要信息

Interviewisnotageneral/socialchat面試過程不是一場泛泛而談的社交性聊天METROCoreCompetencies-BehaviouralQuestions

麥德龍核心能力–行為表現(xiàn)方面的問題Analytical&Strategic

Competence

分析和戰(zhàn)略前瞻能力Eg.Whatcomplicatedproblemshaveyouhadtoaddressonyourjob?Describe

howyouidentifiedorgainedabetterunderstandingoftheproblems).Giveexamples.就你的工作，你必須著手解決哪些復(fù)雜的問題？你是如何發(fā)現(xiàn)這些問題或怎樣做到更好地理解這些問題的？請舉例說明。Leadership

領(lǐng)導力Eg.Whattechniqueshaveyoulearnedtomanage/superviseothers?Howhaveyouusedthesetechniques?Givesomeexamples.

你知道管理和監(jiān)督他人的技巧有哪些？你是如何運用這些技巧的？請舉例說明。SocialSkills

社交能力Eg.Tellmeaboutatimewhenyouneededsomeone’scooperationtocompleteataskandtheywerenotcooperative.Didyoucompletethetask?Howdidyouresolvethesituation?

當你需要和他人共同完成一項任務(wù)，而他表示不愿合作時，最終你們完成任務(wù)了嗎？你們又如何解決的？

InterculturalCompetence跨文化協(xié)調(diào)能力Eg.

Oneofthewayspeoplearedifferentistheirstyleofrelatingwitheachother.Givesomeexamplesofdifferenttypesofpeopleyouhaveworkedwith,andhowyougotalongwitheach.體現(xiàn)人與人之間不同其表現(xiàn)形式之一在于他們相互間待人接物的風格迥異。請說說你所共事過的各種不同類型的人，你是如何與他們相處的？1234ResultOrientation

目標導向Eg.Describeasituationinwhichyouwerenotabletocompletework/goalontime.Whywasthework/goalnotachieved?Howwillyouimproveitnexttime?

請舉一個你未能按時完成任務(wù)的例子，為什么沒能完成這個目標？下次你會做怎樣改進？

Market&CustomerOrientation

市場及客戶意識Eg.Whatskillsorqualitiesareimportantfordealingeffectivelywithcustomers?Giveanexampleofwhenyoudisplayedtheseskillsorqualities.為了能有效服務(wù)于客戶，你認為哪些技能和素質(zhì)是非常必要和重要的？請舉例說說你展示這些技能和素質(zhì)的場合/情景？

AbilitytoBringAboutChange

變革管理能力Eg.Describeatimewhenyousuccessfullyplanned,monitoredandimplementedchange?請講述一個你成功計劃、監(jiān)控并實施變革的經(jīng)歷?ForKAE,SSE&SE,addonemorecompetence

針對KAE,SSE&SE,增加一項能力SalesCompetence

銷售能力Eg.Tellmeaboutatimewhenyoupersuadedacustomertobuysomething.Whatwasthesituation?Howdidyoupersuadethecustomer?

請說說你曾說服了客戶購買你的商品，當時是怎樣的情形？你是如何說服他的？5678METROCompetencies-BehaviouralQuestions

麥德龍核心能力–行為表現(xiàn)方面的問題AftertheInterview面試后1InterviewRatingForm

面試評估表Refertoyourcommentsoneachcompetencyanddecideonaratingforthecompetency根據(jù)你的評價對每項能力進行逐項打分Writedowntheevidencethatsubstantiatesyourdecision記錄下打分的充足證據(jù)TobecompletedbyeachinterviewerandsubmittedtoBUorStoreHR,asappropriate評估表應(yīng)由每個主考官來完成，然后遞交區(qū)域或商場人力資源部Makeadditionalcomments,ifrequired如有必要，可做些評語MakeDecision

做出決定Decidetoletcandidategothroughsecondinterview,keepinfileorproceedtohire決定是否建議應(yīng)聘者參加第2輪面試、存檔或直接聘用PersonalityProfiling

個性特征Tobetterunderstandthecharacterandpersonalityofthecandidate,a“personalityprofileanalysis”canbedonebyBUHR為更好地了解最佳候選人的性格（便于做出錄用決定），可由區(qū)域人力資源部對其進行個性特征分析23InterviewGuidelines–ASummary面試指南–匯總Why為什么？How怎么做？Consistent一致性Accurate準確性CandidatesareassessedOnMETRO‘s7CoreCompetenciesplusaSalesCompetency(forKAE&SE)依據(jù)麥德龍七大核心能力加上銷售能力(針對KAE&SE)進行面試評估Interviewerschooseandaskbehavioralquestionstoassesscompetencies面試官選擇行為表現(xiàn)面試問題提問并進行評估InterviewGuidelines面試指南Quality質(zhì)量What什么？ComprehensiveCompetency-basedguidethatdefineswhattodobefore,duringandaftertheinterview. 全面結(jié)構(gòu)化能力式面試指導，是提供我們面試官如何進行面試前準備、面試中能力式提問、面試后評估的一個實用工具UsedforpositionsatHDandabove.

適用主管以上職位Frominterviewanswers,ratethecompetencies.根據(jù)應(yīng)聘者的回答進行打分PositiveImpression正面印象Objective目標性RationalDecision理性決策Retention留任Supplementwithpersonalityprofilingofcandidates.附加應(yīng)聘者性格測試InterviewAssessment

面試評估表Introduction概要TargetedProcess-AsimpleandpracticalCompetency-basedinterviewprocessandassessmenttool目標

–一個簡單實用的能力式面試過程和評估工具Skills&Competencies-Asksimplebehaviouralquestionstoassessskillsandcompetenciesthatareneededforthejob.SkillsandcompetenciesselectedbasedonHR’sobservationandfeedbackfrommanagers.Skillsandcompetenciesarerated技巧和能力

–通過簡單的行為表現(xiàn)方面的問題確定應(yīng)聘者是否具備工作所需的技能。這些技能是通過人力資源部的觀察和部門經(jīng)理的反饋得出的，然后對應(yīng)聘者的技能進行評分Application-ForpositionsbelowHDlevel適用

–主管以下職位Whyisitnecessary?為什么這是必需的？Simple

簡單Consistent

一致性Accurate

準確性Retention

留任Quality

質(zhì)量PositiveImpression

正面印象Objective

目標性RationalDecision

理性決策InterviewAssessment-Skills&Competencies

面試評估表–技巧和能力JobMotivation&Drive

工作動機Getapplicanttotalkabouthis/herpreviousjobs.Askwhetherhe/shedislikedthosejobsandwhy.Whatdoeshe/shelookforinajobandwhatarehisfutureplans?Whathe/shehopestoachieveorbecomein3to5-years’time?

讓應(yīng)聘者談?wù)勔酝墓ぷ鹘?jīng)歷。問他是否喜歡以前的工作，為什么？他期望從工作中得到什么?他未來的計劃是什么？在未來3~5年內(nèi)他期望達到怎樣的成就？InterpersonalSkills&Personality

人際交往能力和性格Getapplicanttodescribehimself/herself(introvert,extrovert,likes,dislikes,hobbies&friends).Askapplicanttodescribehis/herpastworkingexperienceswithhis/hercolleaguesespeciallyingroups.Allowhim/hertotalkaboutsomeconflictsorsuccessthathe/shehasencounteredinthepast.

讓應(yīng)聘者描述自己(內(nèi)向/外向,喜歡什么,不喜歡什么,愛好&朋友等)。讓應(yīng)聘者講講以往的工作和團隊/同事，允許他談過去遇到的沖突或成就。Teamwork

團隊合作Askapplicanttosharehis/herexperienceinworkinginateam.Whatdidtheteamworkon?Whatwasherroleandcontribution?Whatwerethechallengesandwhatwastheoutcome?Whatdidhe/shelearnfromtheexperience.

讓應(yīng)聘者談?wù)勊趫F隊工作中的經(jīng)驗。他的團隊從事什么工作?他在團隊中擔任什么工作？作出了哪些貢獻?遇到的最大挑戰(zhàn)是什么？結(jié)果如何?他從這些經(jīng)歷中學到了什么？

123WorkEfficiency

工作效率Asktheapplicanttodescribeasituationinwhichhe/shewasrequiredtodoseveralthingsatthesametime.Howdidhe/shemanagetime?讓應(yīng)聘者描述他/她同時接受幾項任務(wù)時的情形，他/她是如何管理時間的?CustomerOrientation

客戶意識Askapplicanttosharewhatskillsorqualitiesareimportantfordealingeffectivelywithcustomers.Whendidhe/shedisplaytheseskillsorqualitiesatwork?

讓應(yīng)聘者談?wù)勀男┘记苫蛩刭|(zhì)對于有效接待客戶非常重要？他/她在工作中什么時候運用了這些技巧和素質(zhì)?Technical/ProfessionalKnowledge

技能和專業(yè)知識Findoutwhatkindofworkhe/shehasdoneinhis/herareaofwork/specialization.Whattraininghashe/shereceivedinthisareaandhowhe/shehasusedthetrainingreceivedinhis/herwork.Gethim/hertodescribeaproject,situationorassignmentthathaschallengedhis/herareaofprofessionorwork.

了解他/她在以往工作領(lǐng)域中主要做了哪些工作？他/她接受過哪些培訓？他是如何運用在培訓中學到的知識？讓他/她說說在工作或?qū)I(yè)領(lǐng)域中遇到的很具有挑戰(zhàn)性的項目或任務(wù)時的情況。6InterviewAssessment-Skills&Competencies

面試評估表–技巧和能力45InterviewAssessment-Skills&Competencies

面試評估表–技巧和能力Analytical&ProblemSolvingSkills

分析能力和解決問題能力Getapplicanttorelatesomeoftheproblems/challengesthathe/shefacedinhis/herpreviouswork.Askhim/hertodescribehowhe/shesolvedorhandledproblemsandovercomeobstacles.讓應(yīng)聘者聯(lián)系以往工作中遇到的問題或面臨的挑戰(zhàn)，他是如何解決的或克服的?

Planning&OrganizationalAbility

計劃和組織才干Hastheapplicantplannedororganizedanykindofprojectinthepreviousjoborinschool?Askhim/hertodescribetheexperience.Wasitasuccess?Diditmeetthestatedobjectivesandwasitcompletedontime?問應(yīng)聘者在以往的工作中或?qū)W校里是否組織過某個項目?如果有，請描述一下當時的經(jīng)歷，是否成功了?或有沒有達到既定目標？是否按時完成?

Initiative&Creativity主動性和創(chuàng)造力Askapplicanttodescribeincidentswherebyhe/shehasthoughtofnewideasoutsidehis/herjobdescriptionandsuccessfullyimplementedthemtoimprovehis/herwork.Inotherwords,didshefindeasierandmorerewardingwaysofdoinghis/herwork?讓應(yīng)聘者描述是否出過某些好點子，想過某些好辦法，有效提高了他/她的工作效率，雖然他/她的崗位職責并沒有要求他/她去想這些辦法，換句話說，他/她是否自己找到了更簡單高效的工作方法？987InterviewAssessment–ASummary面試評估表–匯總Why為什么？How怎么做？Candidatesareassessedonskillsandcompetenciesthatareneededfortheirjobs.面試官根據(jù)職位要求的技巧和能力進行面試評估Skills&competenciesselectedbasedonHR‘sobservationandfeedbackfrommanagers根據(jù)人力資源部觀察和部門經(jīng)理反饋對應(yīng)聘者的技能進行甑選Asksimplebehavioural

questionstoassessskillsandcompetencies通過簡單行為表現(xiàn)問題回答來確定應(yīng)聘者是否具備工作所需的技能Skills&competenciesarerated.對應(yīng)聘者的技能進行打分InterviewAssessment面試評估表What什么？AsimpleandpracticalCompetency-basedinterviewassessment.

簡單實用的能力式面試評估表UsedforpositionsbelowHD

適用主管以下職位Simple

簡單Consistent

一致性Accurate

準確性Retention

留任Quality

質(zhì)量PositiveImpression

正面印象Objective

目標性RationalDecision

理性決策PersonalProfileAnalysis(PPA)

個性特征分析PersonalProfileAnalysis個性特征分析ProfilingTool–Apersonalityprofilingtoolthatprovidesaninsightintohowpeoplewillbehavewhenfacedwithvarioussituationsatwork.個性特征圖

–就其在特定職位工作情境下的行為表現(xiàn)提供一些洞察之見Whyneeded

為什么需要？- Understandmotivationanddrive

了解動機及驅(qū)動力- Strengthsandlimitations

優(yōu)勢與局限性- Likesanddislikes

喜好- Fitbetweenpersonandjob

職位適合度- Predictionoflikelybehaviouratwork

預(yù)測可能的工作表現(xiàn)Application–Forinterviewcandidatesaswellasexistingemployeesegteammanagement,counselingetc.適用

–面試候選人及在崗員工如團隊合作、員工談心等PersonalProfileAnalysis個性特征分析Administration-CandidatecompletesasimpleonePPAformin10minutesthinkingofhimselfatwork.Resultofcompletedformiskeyedintothecomputer.Acomputergeneratedreportisproduced.實務(wù)操作

–要求候選人在10分鐘內(nèi)回想您在工作情境下的行為特征獨立完成單頁性格測試表。完成后的測試結(jié)果錄入電腦，根據(jù)記錄系統(tǒng)會自動生成報告。TakeNote–Thereisnorightorwronganswer.Youcannot‘pass’or‘fail’it.Peoplearedifferent.Theanalysiscannotdetectanymentalnegativity.Onapositiveside,overcomingpersonalitylimitationsleadtogreatersuccessatwork.說明

–答案沒有對錯之分，無法表明你“通過”或“沒通過”測試。人與人之間有所不同。這個測試必須在無人干擾的情景下完成。從積極意義上來說，它能幫助被測試者克服性格上的局限性以便將來更好地取得工作成效。ExampleofthePPAForm–24lines個性特征分析樣表–24行POWER權(quán)力+GOALS目標FAILURE失敗“TELL”吩咐式WHAT是什么?PEOPLE人際+RECOGNITION認可-REJECTION拒絕“SELL”銷售型WHO是誰?ACTIVE積極主動POLICY政策+STRUCTURE規(guī)定-CHAOS沖突“WRITE”書面HOW怎樣?DOMINANCE支配力INFLUENCE影響力COMPLIANCE遵從性STEADINESS穩(wěn)定性PACE節(jié)奏+SECURITY歸屬ABRUPTCHANGE突變“LISTEN”傾聽WHY為什么?CHALLENGING挑戰(zhàn)FRIENDLY友好PASSIVE被動消極PersonalProfileAnalysis-DiSCTheory個性特征分析–DiSC理論Direct直率Competitive爭強好勝Assertive有決斷力Decisive好下斷言Driving積極進取Friendly友好Communicative健談Positive積極樂觀Persuasive有說服力Optimistic樂觀Logical邏輯性強Analytical分析Systematic有條理Perfectionist完美主義者Detailed注意細節(jié)Patient耐心Accommodating樂于助人Persistent有毅力Thorough全面周到Considerate深思熟慮PEOPLE人TASK任務(wù)INFLUENCE影響力DOMINANCE支配力STEADINESS穩(wěn)定性COMPLIANCE遵從性ACTIVE積極主動PASSIVE被動消極PersonalProfileAnalysis-DescriptiveWords

個性特征分析-描述詞語

PersonalProfileAnalysis–VariousUsage個性特征分析–不同用途

PPAProfile

個性特征PersonalReview

個人形象回顧Strengths&Limitations

優(yōu)勢與局限性CompatibilityAnalysis人際和諧度分析HowtoManage

如何管理TeamAudit

團隊分析IdealTeamAnalysis理想團隊分析GeneralQuestions

綜合面試問卷ManagementAudit

管理技能審核SalesAudit

銷售技能審核Admin/TechAudit

行政管理/技術(shù)技能審核

TrainingNeedsAnalysis

培訓需要分析CallCentreAudit

呼叫中心審核CandidateFeedback

候選人反饋CareerGuidelines

職業(yè)生涯指導HumanJobAnalysis

工作評估分析Job/Candidate-Comparison

人職對比GraphsandScores

圖表和得分InterviewGuide

面試指引Questionnaire

常規(guī)問卷SalesSkillSummary

銷售技巧摘要PersonalReview

個人形象回顧PersonalProfileAnalysis–ASummary個性特征分析–匯總Why為什么?How怎么做? UnderstandMotivation &Drive了解動機及驅(qū)動力 Strengths&Limitations優(yōu)勢與局限性 LikesandDislikes喜好 Fitbetweenpersonandjob職位適合度Predictionofbehaviour行為預(yù)測CandidatecompletesasimplePPAformin10minutesthinkinginthecontextofwork.要求應(yīng)聘者考慮本人實際工作中的行為特點在10分鐘內(nèi)完成PPA表

Areportisgeneratedbycomputer.電腦自動生成報告 Norightorwronganswer.Peoplearedifferent.答案沒有對錯之分,每個人有所不同 Tosupplementcompetency-basedbehaviouralquestions 視為對能力式問題的補充PersonalProfileAnalysis個性特征分析What什么?Apersonalityprofilingtoolthatprovidesaninsightintohowpeoplebehaveatwork.就其在特定職位工作情境下的行為表現(xiàn)提供一些洞察之見BackUp

備選項MoreDescriptiveWords–HIGH更多描述詞語–高HIGH–DAssertiveCompetitiveDirectDrivingForcefulInquisitiveSelf-StarterAggressiveBluntDaringDecisiveDemandingDominatingOverbearingSelf-assuredVenturesomeHIGH–ICommunicativeFriendlyInfluentialPersuasiveVerbalCharismaticCharmingConfidentEffusiveGenerousGregariousOptimisticParticipativePoisedPromoterSelf-promotingSympatheticTrustingHIGH–SAmiableDeliberateDependableGoodlistenerKindPersistent

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