Sport Development

Sport Development

Developing a Job Interview

Job interview allows us to obtain information about the applicant in addition to that resulting from other techniques. In addition the applicant provides information about the position and related. Sometimes the applicant has other information is missing some data such as schedules, salary. Information must be clear, objective and accurate.

It also allows us to determine if what we observe in the development thereof, the applicant may be eligible or is not continuing with the entry process and the remaining steps.

Integral Process consists of a preparatory phase: the interviewer knows in detail the job description and the candidate's resume. L It is planned to interview and defines the areas to be explored, the time to use and the information given to the candidates.

Then we have a preparation stage of the interview, this should include:

The study of curriculum vitae CV. It also adds the initial information reaching us, letter or request emails.

Meet the requirements and characteristics of the job and the company with depth (we use the model information to the client that accompany the end of the class.

Based planning exploratory content of the interview. The interviewer can prepare a battery of self-assessment questions that can be done to have all the information you need to meet your goal. Identify the most qualified applicants in principle to be considered as future candidates for nomination.

If we choose to integrate interview skills, determine which are the critical competencies for the position and will have written questions that allow them to canvass.

Stage of Development of the Interview

Introduction. Greeting and presentation, we report the objectives of the process, methodology, context

Body. Is explored area of education, work history, family history, behavioral skills, and motivation for the post, motivations future?

Closure: data are delivered and title company, and lists next steps in the process, it checks the availability of the subject, and so on.

Evaluation.

There are different types of interviews: unstructured, semi-structured, structured problem-solving and provocative tension.

The various aspects to be assessed in an interview are:

Physical appearance and personal presentation

Nonverbal communication, including eye contact, facial gestures, tone of voice, posture

Verbal communication: verbal fluency (social skills), richness of vocabulary, language usage. Degree of empathy (domain - assertiveness)

Analysis of behavioral skills

Some Recommendations

That any question asked the respondent made on education, previous experience etc. relevant to the position sought.

Which offers all the information to make desirable the position (salary level, possibility of progress, profit)?

Applicant should not be discouraged to ask questions, and even much more dynamic in some sections of the interview that can make them. With this we can see behaviors and mindsets more spontaneous and related to the personality of the interviewee.

After the interview, you must inform the applicant and continue the process, both in case of being selected as a candidate or not craziness.

Is favorable and helps to reduce some of the natural tension that can feel the applicant to be the interviewer starts by giving some basic information and explanations which you can then complete.

Exploration areas in the work interview

Personal information: History of ...