Hilton行为面试过程模式 Module 2 Workbook BIPM.doc

Module 2 行为面试过程模式 Behavioural Interviewing Process Model 目标 Objectives  在这一单元结束时，你将能： By the end of the module, you will be able to:  陈述说明行为面试过程模式的不同环节。State and explain the different stages of the behavioral interviewing process model 用所给的工作、机构、以及部门的详细情况介绍，设计一个工作概况分析。Develop a job analysis profile based on given job descriptions, organizational / departmental specifications etc 设计一个逻辑清楚，安排合理的面试，包括面试中会提问的问题，并且实际操作这一面试。Plan and conduct a logical, structured interview including pre-planned interview questions. 通过行为实例判定某人是否具有某种技能。Demonstrate how a behavioural example can be used to determine the presence or absence of a skill. 有问题 吗？Any questions?  行为面试过程模式Behavioral Interviewing Process Model 行为面试也被称为结构行为面试，与传统面试比起来能更系统更准确地评价应聘者。 Behavioral interviewing, also referred to as Structured Behavioral Interviewing, is by design a more systematic and standardized process of evaluating job candidates than is typical of the “traditional” interview process.  行为面试的理论基础是“行为连贯性原则”，即我们可以通过一个人在相似条件下的过去表现来推断他的将来行为。 Behavioral interviewing is based on the “Behavioral Consistency Principle” which essentially states that the best predictor of future performance is past performance in a similar circumstance. 它的目的是 It’s goal is  面试者在行为面试中可考察出应聘者是否具有这一职务所需的素质和能力。 Behavioral interviewing allows the interviewer to gather evidence for critical capabilities or competencies in a way that is more likely to ensure that a person both possesses these capabilities and is likely to demonstrate them in future situations. 而这些素质和能力正是确保未来事业成功的关键因素。 It is these critical capabilities or success factors that identify the very best performers in a given job. 成功因素包括：Success factors include: Technical or job specific knowledge and skills General abilities (com munication skills, customer service orientation etc) Behavioral Traits or competencies (initiativesg, etc) 行为面试过程模式的4 个环节4 Stages of the Behavioral Interviewing Process Model 第一个环节－分析工作Stage 1 – Analyzing the Job 行为面试