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Digg it UP - Find Your Dream Career: Prepare for the Behavioral Selection Method Interview
States are competing for new business much like people bidding at an auction. The state with the lowest cost to the Company is likely to win the bid. Tax breaks, $1 land leases, state assistance, construction costs, availability to skilled labor, and logistics are major concerns for companies. States that solve these problems are likely to win the bid but many states aren’t even in the game.Companies are always looking for the best deal when selecting potential sites for a new plant or headquarters. States long for more business to
The BSM teaches recruiters to gather examples of behaviors to derive the data to predict a candidate’s likely performance in the role utilizing the various aspects, i.e. dimensions, required for success, as in the acronym S.P.E.C.I.A.L. If, for instance, a recruiter wanted to gather behavior examples of how the candidate persevered, they would seek examples of utilizing that dimension. They’d want to see examples of overcoming obstacles, pushing forward ev
If you've been searching around for business cards that will best represent the image you want to portray for your business, then you've no doubt encountered many options. The Big Two, as I like to think of them, are "Raised Letter" and "Full Color."What are the differences in raised letter and full color business cards? What are the price differences? What looks best for how I want to represent my business? These are all questions I hear on a daily basis.1. The difference between Raised Letter and Full Color printing is in
There are three kinds of information the recruiters are trying to get from you.
1. Work & Education History / Certifications / Skills
2. Specific Experiences
3. Interest / Desires
Your resume will provide the “high-line” facts, such as where you went to school and what you’ve done, and for whom. All this really does however is tell the recruiter if you *seem* to have the requisite skills and background to be considered further. Remember, the resume is used to screen you out, not in.
Thus, unless you have all the requisite, preferred facts on your resume, i.e. the right school, the right experience, or the right GPA, don’t depend on your resume to get you any further in the process. Rather, focus on your company research, and concentrate on knowing why you are “S.P.E.C.I.A.L.”
Once you get an interview, the recruiter will want to know what’s behind your resume. Or, more simply stated, they want to know why you are you; what makes you special. Finally, recruiters are also most interested in knowing what motivates you for a particular job.
Why Behaviors?
In the Finance world, it is said that past performance is no guarantee of future returns. In the work world, the converse is that past behavior is a clear, definitive predictor of future performance. Generally stated, a person is, as a person does. What you do defines who you are. The recruiter is going to ask you specific questions to find out how you behaved in the past in order to predict how you will perform in the future.
For example, consider a candidate that has an exceptional education history; having gone to the right school and graduating with honors. The recruiter will ask the candidate to describe what he did and how he did it, to get such good grades. Imagine what would happen to that candidate’s chances for a job if he explained that he hardly studied. What would be the reaction if the candidate said further that his major wasn’t that hard and that he knew exactly what professors to take or not to take? Clearly, this would be a candidate that looks great on paper, but is a terrible prospect for an entry level, college grad position.
On the other side, imagine a candidate that went to a small, regional school and the only job experience on their resume is their summer job at the cucumber processing plant. Imagine that this candidate merely explains during an interview, which she secured through a series of informational interviews that began with the aunt of her college roommate, that she “assisted the manager” while she was out unexpectedly due to her child’s illness.
Using the BSM, the interviewer may probe more closely and ask her to explain more fully what she meant, i.e. what actions did she do. Upon doing so, the interviewer finds out that she scheduled part-time workers, balanced the ledger, and resolved conflict between two workers. The interviewer continues to probe for the results, i.e. what happened due to the direct result of your actions. The interviewer then discovers that she was recommended for a promotion to shift supervisor.
Now, all of a sudden, the interviewer is paying absolutely zero attention to her resume and the gaps that she may have. At this point the focus is completely on her and what she’s achieved and mostly, how she achieved it. Her ability to perform by using the right behaviors is essential and has set her apart as a special candidate. Clearly, she is worthy of moving to the next round and meeting the hiring managers and potential peers.
The BSM teaches recruiters to gather examples of behaviors to derive the data to predict a candidate’s likely performance in the role utilizing the various aspects, i.e. dimensions, required for success, as in the acronym S.P.E.C.I.A.L. If, for instance, a recruiter wanted to gather behavior examples of how the candidate persevered, they would seek examples of utilizing that dimension. They’d want to see examples of overcoming obstacles, pushing forward eve
It doesn’t matter if you are a small firm offering computer parts to local businesses or sell clothes to a wide range of international consumers, launching your bricks and mortar venture across the Internet will most definitely work in your favor. Before you can increase the awareness and interest in your business, there are a few things you should consider, which will make this transition into the World Wide Web much easier. Below you will find a few tips to get you started:1) Assess Potential Start-Up CostsBefore you commi
Once you get an interview, the recruiter will want to know what’s behind your resume. Or, more simply stated, they want to know why you are you; what makes you special. Finally, recruiters are also most interested in knowing what motivates you for a particular job.
Why Behaviors?
In the Finance world, it is said that past performance is no guarantee of future returns. In the work world, the converse is that past behavior is a clear, definitive predictor of future performance. Generally stated, a person is, as a person does. What you do defines who you are. The recruiter is going to ask you specific questions to find out how you behaved in the past in order to predict how you will perform in the future.
For example, consider a candidate that has an exceptional education history; having gone to the right school and graduating with honors. The recruiter will ask the candidate to describe what he did and how he did it, to get such good grades. Imagine what would happen to that candidate’s chances for a job if he explained that he hardly studied. What would be the reaction if the candidate said further that his major wasn’t that hard and that he knew exactly what professors to take or not to take? Clearly, this would be a candidate that looks great on paper, but is a terrible prospect for an entry level, college grad position.
On the other side, imagine a candidate that went to a small, regional school and the only job experience on their resume is their summer job at the cucumber processing plant. Imagine that this candidate merely explains during an interview, which she secured through a series of informational interviews that began with the aunt of her college roommate, that she “assisted the manager” while she was out unexpectedly due to her child’s illness.
Using the BSM, the interviewer may probe more closely and ask her to explain more fully what she meant, i.e. what actions did she do. Upon doing so, the interviewer finds out that she scheduled part-time workers, balanced the ledger, and resolved conflict between two workers. The interviewer continues to probe for the results, i.e. what happened due to the direct result of your actions. The interviewer then discovers that she was recommended for a promotion to shift supervisor.
Now, all of a sudden, the interviewer is paying absolutely zero attention to her resume and the gaps that she may have. At this point the focus is completely on her and what she’s achieved and mostly, how she achieved it. Her ability to perform by using the right behaviors is essential and has set her apart as a special candidate. Clearly, she is worthy of moving to the next round and meeting the hiring managers and potential peers.
The BSM teaches recruiters to gather examples of behaviors to derive the data to predict a candidate’s likely performance in the role utilizing the various aspects, i.e. dimensions, required for success, as in the acronym S.P.E.C.I.A.L. If, for instance, a recruiter wanted to gather behavior examples of how the candidate persevered, they would seek examples of utilizing that dimension. They’d want to see examples of overcoming obstacles, pushing forward ev
Branding is a one hot topic, although it is wildly misunderstood. To make things even more confusing, branding is often tossed in the same basket as marketing which makes its application to an entrepreneur or sole-practioner even more unclear.While out speaking on branding, the question that I hear most is "How do I know if my business or service is brand material?" With businesses opening left and right, and more and more closing each year, I'm glad there are smart business owners open to understanding the issue.
For example, consider a candidate that has an exceptional education history; having gone to the right school and graduating with honors. The recruiter will ask the candidate to describe what he did and how he did it, to get such good grades. Imagine what would happen to that candidate’s chances for a job if he explained that he hardly studied. What would be the reaction if the candidate said further that his major wasn’t that hard and that he knew exactly what professors to take or not to take? Clearly, this would be a candidate that looks great on paper, but is a terrible prospect for an entry level, college grad position.
On the other side, imagine a candidate that went to a small, regional school and the only job experience on their resume is their summer job at the cucumber processing plant. Imagine that this candidate merely explains during an interview, which she secured through a series of informational interviews that began with the aunt of her college roommate, that she “assisted the manager” while she was out unexpectedly due to her child’s illness.
Using the BSM, the interviewer may probe more closely and ask her to explain more fully what she meant, i.e. what actions did she do. Upon doing so, the interviewer finds out that she scheduled part-time workers, balanced the ledger, and resolved conflict between two workers. The interviewer continues to probe for the results, i.e. what happened due to the direct result of your actions. The interviewer then discovers that she was recommended for a promotion to shift supervisor.
Now, all of a sudden, the interviewer is paying absolutely zero attention to her resume and the gaps that she may have. At this point the focus is completely on her and what she’s achieved and mostly, how she achieved it. Her ability to perform by using the right behaviors is essential and has set her apart as a special candidate. Clearly, she is worthy of moving to the next round and meeting the hiring managers and potential peers.
The BSM teaches recruiters to gather examples of behaviors to derive the data to predict a candidate’s likely performance in the role utilizing the various aspects, i.e. dimensions, required for success, as in the acronym S.P.E.C.I.A.L. If, for instance, a recruiter wanted to gather behavior examples of how the candidate persevered, they would seek examples of utilizing that dimension. They’d want to see examples of overcoming obstacles, pushing forward ev
They are two elements of negligent entrustment that defines it from negligent hiring. The first, and most obvious, is that negligent hiring requires the actual employment of the person causing the injury while negligent entrustment can apply to anyone, employed or not.The second is that in the case of negligent hiring, the provision of a dangerous instrument need not be provided to the employee carrying out the injury. If that instrument is provided by an employer, then the employer could be guilty of both negligent hiring and ne
Using the BSM, the interviewer may probe more closely and ask her to explain more fully what she meant, i.e. what actions did she do. Upon doing so, the interviewer finds out that she scheduled part-time workers, balanced the ledger, and resolved conflict between two workers. The interviewer continues to probe for the results, i.e. what happened due to the direct result of your actions. The interviewer then discovers that she was recommended for a promotion to shift supervisor.
Now, all of a sudden, the interviewer is paying absolutely zero attention to her resume and the gaps that she may have. At this point the focus is completely on her and what she’s achieved and mostly, how she achieved it. Her ability to perform by using the right behaviors is essential and has set her apart as a special candidate. Clearly, she is worthy of moving to the next round and meeting the hiring managers and potential peers.
The BSM teaches recruiters to gather examples of behaviors to derive the data to predict a candidate’s likely performance in the role utilizing the various aspects, i.e. dimensions, required for success, as in the acronym S.P.E.C.I.A.L. If, for instance, a recruiter wanted to gather behavior examples of how the candidate persevered, they would seek examples of utilizing that dimension. They’d want to see examples of overcoming obstacles, pushing forward ev
There are some things which, on account .of the delicacy of treatment, the accuracy, etc, required, cannot be trusted to the most sensitive piece of machinery, but must be finished by the hand of a skilled craftsman. There are many things in the world of selling which are too delicate for the mass treatment accorded them by the advertising man, and which require the touch of the salesman to bring to the desired conclusion.Advertising is limited by its own advantages to definite functions in certain fields. Its usefulness varies wit
The BSM teaches recruiters to gather examples of behaviors to derive the data to predict a candidate’s likely performance in the role utilizing the various aspects, i.e. dimensions, required for success, as in the acronym S.P.E.C.I.A.L. If, for instance, a recruiter wanted to gather behavior examples of how the candidate persevered, they would seek examples of utilizing that dimension. They’d want to see examples of overcoming obstacles, pushing forward even though it would be so much easier to quit.
BSM is very effective simply because it uncovers the truth about who a candidate really is.
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