This post comes from Neale Harrison, the President of Talent Matters. Talent Matters is a boutique recruitment and human resources consulting firm that specializes in sourcing and placing professionals with SAP Enterprise Resource Planning expertise.
His blog offers great insights on how human resource professionals perceive a candidate/employee, and considerations when you are working towards a new job or a promotion. We thought that this article posted below would make a great addition to our selection of articles on Executive Presence, and Neale was kind enough to allow us to share it with you:
A candidate’s “attitude” can be a strong predictor of their future performance, however, not all interviewers probe this dimension of an applicant’s capabilities during the interview process. This is especially relevant given attitude is closely tied to motivation and job performance.
- Firstly, the interviewer needs to design a behavioural question that is based on a real life challenge the applicant will face in their new role at your organization. This will allow you to assess the candidate’s effectiveness of managing through adversity.
- Secondly, the interviewer must be prepared to explore or probe the response the candidate provided in responding to the “challenging situational-based” question as stated above.
- Thirdly, the interviewer should ask the candidate what end result they expect to achieve from their proposed actions.
This approach to questioning is known as the “O-SAE” approach to behavioural-based interviewing:
- O-S, stands for “obstacle situation” (e.g., “tell me about a time when you faced _____?”)
- A, stands for “action taken” (e.g., “what actions did you take?”)
- E, stands for “end result” (e.g., “what was the end result?”)
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