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基于行为的参照检查指南

Behavioral-based questions can be asked of a final candidate’s former employers or colleagues. It is important to be prepared with questions before calling a reference and to listen carefully to what is 而不是 在回答具体问题时.

记住,你要先告诉推荐人:

  • 你的姓名和头衔
  • 您是从菠菜论坛网站大全打来的
  • 候选人的名字,职位的头衔
  • You are authorized by the candidate to inquire about their previous employment and to call former supervisors, 包括此引用
  • 谈话需要的时间(如果现在不方便,安排一个时间回电话)
  • 信息将被保密,不会与候选人分享

附加查询指南

  • 当你把自己介绍给现任和前任上司时, 不要说候选人已经被“选中”了, 只知道他们是一个职位的最终候选人.
  • Consider whether performance problems reported by current or previous supervisors are in areas that might affect performance in the position you are filling and follow up.
  • 一定要有与工作相关的理由来问具体的问题.
  • Do not ask any questions about characteristics that are protected by non-discrimination laws and policy, 比如菠菜论坛网站大全性别的问题, 比赛, color, 国家的起源, 年龄, 残疾, 宗教, 性别认同, 性别表达, 怀孕, 婚姻或父母状况, 军人或老兵身份或基因信息. 菠菜论坛网站大全 非歧视政策 可在网上查阅.
  • 在整个过程中保持高度保密. 是否将额外的询问责任委托给招聘流程以外的任何人, 只在必要的情况下分享收集到的信息.

Following is a sample inquiry form which provides a variety of possible competencies and behavioral-based interview questions that can be explored with references regarding a candidate’s past work-related performance. 这个列表并不详尽, 但应该为大多数学生就业岗位提供充足的选择. 仔细考虑学生的职位和你为该职位寻找的技能, then select 3-5 questions to ask of the former employer or colleague that directly relate to the needs of the position you are filling.

Please ensure that information received through additional inquiries are weighted in the same way for all candidates for which reference checks are completed. 例如, a factor which disqualifies one candidate should be the basis for disqualifying any candidate. Document the information gathered from your reference check calls and include them in the search file maintained by the hiring department.

如果你对推荐人核查过程有任何疑问, including developing follow-up questions and how and whom you may share information collected from references, 请务必与员工多元化办公室联系.

核实参考资料时, be sure to give a brief description of the position to the person giving the reference (current/former supervisors are in the best position to address work performance). Verify facts listed on the resume such as; position, 责任, 服务年限, 离职原因. 确保所有的问题都与工作相关. 记住,所有收到的信息都是机密的.

额外查询表格样本

候选人姓名:
职务名称:
名称及职称:

  1. 你是否直接监督、管理或教授候选人?
  2. 请对候选人的以下方面给出详细的评价:
    • 出勤率和可靠性
    • 积极主动地承担额外的任务
    • 善于与人相处
    • 要求的监督程度
    • 专业精神、团队精神和协作精神
    • 整体的态度
  3. 为什么应聘者离开贵公司(如果适用的话)?

基于行为的参考参考检查问题

  1. 你和候选人的工作关系是什么?
  2. 你认识候选人多久了?
  3. 你如何描述候选人的表现?
  4. 你认为候选人的优点是什么?
  5. 你认为候选人在哪些方面可以改进?
  6. 描述候选人的技术技能.
  7. 解释候选人的管理风格,如果适用的话.
  8. 你曾经解决过与这位候选人有关的任何冲突吗?
  9. 你知道出勤或守时方面有什么问题吗?
  10. 描述候选人的组织能力,包括他们坚持到底的能力.
  11. 应聘者是否有能力在高容量/快节奏的环境中工作?
  12. 你如何描述候选人的人际交往能力(如.e. 积极、热情、精力充沛等.)?
  13. Is there anyone else you would recommend we speak with to conduct an additional reference check?
  14. 还有什么我没问的事你觉得我应该知道的吗?
  15. 你知道有什么不恰当的行为包括暴力行为吗?
  16. 你知道应聘者为什么要离开现在的工作吗?
  17. 申请人是否有资格再就业?
  18. 你会雇佣这样一个职位的候选人吗?

  1. 描述一个候选人解决的复杂问题.
  2. 告诉我一个求职者必须为他们所犯的错误承担责任的例子.
  3. 描述一个候选人失败的项目. 他们从中学到什么?

  1. 告诉我一个应聘者工作场所发生的变化. 他们是如何应对这些变化的? 他们做了什么来促进这些变化?

  1. 请告诉我候选人是如何就项目过程与他人沟通的, 关注与建议.
  2. 你如何描述候选人的沟通风格? 请举例说明其有效性.
  3. 候选人如何与不同层次的人沟通?

  1. 候选人的主要成就或对组织的影响是什么?
  2. 在有压力的情况下,描述候选人的反应.
  3. 应聘者如何与难相处的人打交道?
  4. 候选人如何解决冲突?
  5. 你能解释一下候选人是如何有效地支持他人的成功的吗?
  6. 你能描述一个求职者需要寻求指导的例子吗? Did they take the 倡议 or did you or another individual need to reach out to lend that additional guidance?
  7. 请给出一个应聘者必须处理一个困难/敏感问题的例子.
  8. 候选人如何应对变化?
  9. How does the candidate handle differing opinions when they are very passionate about a topic/policy/等.?
  10. 你如何描述候选人的价值观和道德观?
  11. 你认为候选人作为领导最积极/消极的特点是什么?

  1. 你认为候选人为什么对在菠菜论坛网站大全工作感兴趣?
  2. Have you seen the candidate put the goals/needs of the organization over that of their individual unit? 你能举个例子吗?
  3. 描述一个求职者对某一过程充满激情的例子, 项目, 倡议, 等. 他们的反应是什么?其他人的反应是什么?
  4. 你认为候选人是否积极地反映了公司的价值观?

  1. 告诉我候选人和其他员工之间的冲突. 他们是如何解决冲突的? 他们是如何修复与那个人的关系的?
  2. Tell me about the candidate’s relationship with a co-worker who they do not have a good working relationship. 他们采取了哪些措施来改善这种关系?
  3. 给 me an example of the candidate’s ability to communicate effectively and build relationships with people regardless of cultural differences.

  1. Describe a situation where the candidate demonstrated 倡议 and took action without waiting for direction. 结果是什么??
  2. Describe a situation in which the candidate had to quickly establish their credibility and gain the confidence of others. 他们做了什么?
  3. 如果一些团队成员没有完成他们的工作,候选人会做什么?

  1. 你能举个例子吗 of a time when the candidate took ownership or blamed others during a particular situation?
  2. 候选人如何回应批评和解决人际冲突?
  3. 你是如何观察到候选人对自己和他人负责的?
  4. How has the candidate responded when communicated to about areas of growth and development (i.e. 接受、防御等.)?
  5. 你能解释一下应聘者是如何在紧迫的期限下工作的吗?
  6. 应聘者是否曾经错过对组织/部门至关重要的截止日期?
  7. 描述候选人设定优先事项并坚持到底的能力.
  8. 你如何描述候选人的诚实和正直?
  9. What kind of situations/项目s have you placed the candidate into without hesitation versus ones that would cause you to give pause or have concern?

  1. In relation to others in a similar role, how would you rate the candidate on taking 倡议?
  2. 给 me an example of when the candidate achieved something by their persistence that others couldn’t.

  1. 描述候选人是如何在压力下工作的. 他们是有效地预测问题,还是只是对问题做出反应? 你能举个例子吗?
  2. 告诉我一个应聘者参与的团队/小组项目. 他们做了什么来确保球队的成功? 有什么问题吗??
  3. Describe a situation where the team was having trouble agreeing on a decision and what the candidate did to facilitate consensus.
  4. 给 me an example of a situation when the candidate has demonstrated sensitivity to diversity issues.
  5. Describe how the candidate’s ability to communicate effectively and build relationships with many different types of people has contributed to the organization’s success.

  1. 你能举个例子吗 of a time the candidate went “above and beyond” to assist a customer? 是什么让它脱颖而出? 候选人表现出了什么特点,使这次会面引人注目?
  2. Do you know of an instance in which the candidate altered/improved a process for the sole benefit of customers?
  3. 总的来说,你如何描述候选人与客户/客户的互动?
  4. 描述候选人在培训新员工方面的经验和成效.
  5. Explain what your thoughts are on the candidate’s ability to be flexible and understanding of other cultures.
  6. 应聘者在多元化的环境中工作是否舒服?

  1. How would you describe the candidate’s relationships with co-workers, subordinates, and supervisors?
  2. 应聘者是否总是以一种圆滑的方式与他人打交道? 请解释.
  3. 请描述候选人在团队/小组互动中的角色和观点.
  4. 应聘者是团队中有价值的一员吗? 为什么或者为什么不?
  5. 你认为候选人用什么策略来激励他们的团队或团队成员?
  6. Can you tell me about a time that the candidate was part of a team and the 项目/倡议 they were working on succeeded/failed? 候选人是如何影响结果的?
  7. 你能分享一个候选人成功激励团队的例子吗?
  8. 什么样的人能和候选人相处得很好? 什么样的人不这样做?

  1. 应聘者是否熟练地与上司进行委派和信息分享, 工作小组, 和/或团队?
  2. 你如何描述候选人的口头/书面沟通风格? 候选人是否在某方面优于其他方面?
  3. 你能举个例子吗 of how the candidate communicates internally and externally to the organization?
  4. Can you give an example of a time when the candidate had to deliver difficult information to a higher level administrator or team?
  5. 描述一下你对候选人向董事会做报告的满意程度, 资助者, 政治官员, 媒体, 等.?
  6. 你能描述一下候选人与客户沟通的有效性吗?

  1. 描述一个应聘者超越职责要求的例子.

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