This week would be quite a move away from my usual routine. I will screen a training supervisor and another trainer to join my team. With that being said, let's move a little bit away from TandD and focus on another facet of human resources: Recruitment and Selection.
In more ways than one, I'm sure you've been through interviews and you've often wondered, "Why these formalities," or "where the heck do they get all those questions," or better yet, "how do I get rated?" Fret no more as we unravel the enigma behind those nerve-racking interview sessions, the framework behind those mind-bogglers, and how you are rated based on your ability to answer (or not answer) those questions.
There are a few phases to an interview session. There really are no hard rules, but generally, interviewers follow this format:
1. Introduction - Interviewer introduces him/herself to you, and vice-versa.
2. Putting the interviewee at ease - This is when the interviewer usually asks you, "How are you today?" or "Did you have a hard time finding the place?", etc.
3. Setting Expectations - This is the time when the interviewer sets your expectations on the length of the interview and what to expect. Usually, interviewers also ask you, "Would it be okay if I take down notes during the interview?" Of course, you always answer 'Yes.'
4. Agreement - Usually the interviwer asks, "Do you have any questions before we start?"
5. Interview Proper - This is what you've been preparing long and hard for.
The Competency-based interviews, and the S.T.A.R. format.
Competency-based interviews are based on the fact that you've demonstrated these behaviors/skills before, and will get to manifest them again. In these types of interviews, you give the interviewer a glimpse of your achievements in the past, not what your plans for the future are. Moreover, behavioral interviews (as they are also called), are based on what the organization believes are the essential skills/behaviors that will ensure success in the role that you are pursuing.
I'm sure by now, you've been wondering what the S.T.A.R. format is all about. S.T.A.R. is the framework that behavioral interviews follow. S means situation. T stands for task. A is for action; and R is for result. Using the STAR format means that in screening for a certain competency, an interviewer will ask you for a certain situation in the past wherein you displayed the competency; what you were supposed to do, how did you do it, and what happened.