Situational questions, behavioral, and those related to knowledge of the work are the three types of interview questions the most common and effective. Although each of these types of questions can be effective independently of the other, the combination of different types of questions for a given qualification allows a more complete assessment.
Behavioral issues method is further described below:
Behavioral issues. For these questions, applicants should describe an experience of life lived or work that applies to the post. This experience is usually a situation in which applicants had to demonstrate a specific skill that is important for the position. These questions are appropriate for interviews relating to most types of positions and it is recommended to use when applicants have relevant experience and it is more instructive to know their past behavior that their intentions.
Like the situational questions, they are formulated from behavioral information about conditions at work collected from experts. According to research, behavioral interviews are highly valid for predicting performance work. Behavioural questions are usually straightforward and easy to develop according to the qualifications specified in the Statement of Merit Criteria. They reflect the behaviors that applicants would adopt under similar circumstances. Since the answers may be checked in the form of follow-up questions, it is likely that applicants who provide inaccurate or false answers to these questions are far.
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