6 Responses

1. Interview Questions
   David

   I would strongly recommend that any questions prepared for interviews are done so for the exact position, company and job requirements – and these will be drawn from the job and person specification. So, am recommending that you don’t just look at questions on the net that someone else has prepared, to make them really effective and get the most out of the interview opportunity, that you spend some time developing your own specific questions.

   If this is a new area for you and you want to talk it through, please feel free to give me a call on 01942 743882 and I will gladly offer some ideas based on my own knowledge and experience in this area.

   Kind regards
   Andrea Newton
   ABD Training

2. Competancy based delivers results
   Andrea is right, all the questions have to be tailored to the exact job spec, culture and organisation.

   I am currently consulting for a multinational call centre regarding ongoing recruitment of TM, Supervisors and agents. Having been doing this since the beginning of the year we are finding that competancy based assessments and interviews are having significant effects on culture, retention and quality of staff both inbound and outbound. Our client (multinational outsourcer) is delighted and throwing more business for other sites at us. Feel free to contact me if you require further information and I’ll put you in touch with the recruitment consultants who specialise in this growing proven sector.

   [email protected]

3. Competency and Situational Questioning is best
   Past performance is the best indicator of future performance. You need to design your interviewing to really find out how people perform and behave in the relevant situations. A good book to start with is ’96 Great Interview Questions to Ask Before You Hire’ , it gives a good grounding and explains what you are trying to acheive with certain types of questioning.

   I hope this helps

4. Useful website
   I have been searching recently for help with devising performance or behaviour based interview questions, based on the premise that past performance is a good /the best? indicator of future performance. Try this site, it is USA and maybe a bit OTT for your purposes but it has a rationale and many examples. http://www.powerhiring.com/coach/ConductInterview

5. Another source that others might find useful?
   Thanks to all for the feedback received. Meanwhile, I’ve found another source that others might find useful:

   http://www.job-interview.net/Bank/JobInterviewQuestions.htm#JOB%20FUNCTION%20INDEX

   The sections around Supervisory Management gave me some useful food for thought, and some ‘template’ questions upon which to design more role-specific questions.

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