Essay Sample on Structure Job Behaviour Interview

Introduction

A structure job behaviour interview is the best tool that most employers and organisations should use to evaluate whether prospective employees have the best characteristics and motivations that can be best suited to the code of conduct of the organisation. Moreover, it is necessary during a behaviour interview to ask the candidates to outline specific situations that they had exhibited a particular behaviour in the past. In most cases, the actual discussion is preceded by the job description and behaviour trait identification. The following are some of the things that I came to learn on the preparation and actual conducting of a behaviour interview.

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Strengths

I have been involved in some structured behaviour job selection interviews and have had a great experience and learned a lot. I have observed a common trait in almost all the conversations that I have participated in. Some factors contribute to the reliability, legal defensibility, validity and perception of fairness through the entire process. I have come to learn that the unstructured interpersonal interviews have always turned out to be unreliable and frustrating methods of selection both to the employer as well as the employee. This is as a result of high incidences of bias and subjectivity.

What I have come to learn from the unstructured systems of hiring the employees is that they might be cheap and less time consuming, but in the long run, they cost the organisation a great deal. Subjectivity and bias lead to an organisation acquiring less skilled and less competent employees who fail to compete favourably with employees from other organisations thus the organisation losing its competitive edge and might even gain a negative reputation.

The structure behaviour interviews have been effective in enhancing the integrity and reliability of the information that has been gathered from the employment interviews. In my opinion, this information is of utmost importance to an organisation as it helps to evaluate the strengths and weakness of their workforce thus allocating employees to the sectors that they can best perform and thrive to great heights. Listed below are some of the advantages and benefits of the structured interview.

There is reduced bias as the applicants are called for an interview where they have to present themselves physically to be evaluated on the job-related questions. The questions are based on job requirements and duties. Items that are irrelevant and subjective are not asked.

All candidates are subjected to the same questions, which increases their ability to have an opportunity to land the job since the candidate who displays great skills, skills and knowledge gets to be selected.

Those conducting the interview has some predetermined scale of anchored rating which is used to evaluate questions to be used in the discussion. As a result, there are minimal disagreements on fairness among the interviewers, and the accuracy of judgment becomes very high.

There is always a panel of interviewers whose primary work is to evaluate and record the answers of the candidates with the intention of having minimal individual rater biases. As a result, the use of a panel is of great significance.

Structured interviews provide the managers with an opportunity to take part in the selection process which is a role that they are very familiar with making them exercise their skills as leaders.

Types of Interview Questions

I have realised that a well-structured behaviour job interview needs to develop some issue that the interviewers will need to use to get their desired results from the candidates. There is a great need for having problems that are essential and critical to job performance. In a job interview, I would prefer asking the following questions based on job knowledge, background, hypothetical situation and past behaviour of the candidate.

Job knowledge: in this question, I would ask the candidate to provide evidence that they have the necessary skills were looking for. This can be done by providing documentation or demonstration of the job knowledge.

Background: under this question, I would demand to know of their work experience education and any other related qualifications that the candidate might be having which could increase their chances of securing the job.

Hypothetical situation: the questions that I would present to the candidates will need them to prove their skills in handling various hypothetical cases and their course of action. The use of hypothetical questions in an interview would provide me with the assumption of the intentions of a candidate to their related behaviours. I have come to realise that what or how a candidate says would react to a situation in most cases is the same way they would act if a similar situation presented itself to them.

Actual past behaviour: in this questions, I would need the candidate to describe how past job related to our position and how they can use the skills that they acquired from experiences in their previous work to my post. In this question, the past behaviours of a candidate are assumed that they will be replicated in future in the course of their action which can be an added advantage to the organisation as well as to the candidate.

During this type of interview, I realised that asking the open-ended questions as opposed to the problems that can be answered by a yes or no is more effective when conducting an interview. Open questions will reveal more about a candidate.

Performance and Development Goals

After conducting a successful structured job behaviour interview, I realised that it was necessary to set appropriate goals for future development by reflections taking into consideration the personal development, academic and professional qualifications of a candidate.

With that in mind, I have to know the significant difference between the performance goals and the development goals. In most cases, the performance goals have to be job oriented. They are based on results that an employee has to achieve to remain viable to the organisation. These goals should have important ongoing and individual responsibilities for the employee which are set by the organisation for them to meet.

On the other hand, the developmental goals are learning- oriented. They help to evaluate the skills, experience, and knowledge that the employees have to acquire to effective in their job. These goals are also meant to improve the ability of the employees to take new responsibilities that will see them progress and thrive in their career.

An organisation that sets these two types of goals for their employees always have an edge to their competitors. This is because their labour force is receptive of new ideas and trends as they are prepared in advance to respond effectively to change. The success of any organisation depends on the future development of its labour force. With this in mind, the following can be my future development goals for the employees that I would hire to work in my organisation.

Goal 1: To Improve My Ability and That of the Employees on Time Management

An employer is a team leader. I have come to learn from my observations of the managers who had invited me to their panels of selecting candidates that the stake of the organisations is on their hands.

As a result, I realised that time was well managed. Proper time management helps in the personal development of the employee as well as the manager. This facilitates to reduce the chances of having a backlog of activities not attended. In a workplace task, orders and deadlines keep screaming for attention on a daily basis to be accompanied to as work piles time becomes a scarce commodity for everyone and restlessness takes dominance.

Goal 2: Help the Employees Use Their Academic Skills To Improve the Relations of Employees at the Workplace

Employees have different academic abilities. As an employer, I can use their educational differences to the advantage of the organisation. A difference in academic skills is an indication of the varied capabilities of the employees. These differences can be used to incorporate skills to each other and improve one another. This can lead to good relations in an organisation which can be of great significance in several ways. There will be a harnessed high performance in the teams which can lead to encouraging support among the employees.

Goal 3: To Increase My Knowledge of the Industry, Clients, and Competitors

For an employer knowledge is power, and as an employer knowledge in my industry is a significant tool that will enable me to have a comparative advantage over the competitors which can help in the thriving of the organisation that I work for.

Keep an eye on my competitors will significantly help me growth the strengths and weaknesses of the organisation and help me on how to leverage this knowledge to always stay on top of my game. An understanding of the needs of the customers will be an added advantage since I can devise the business in a way to provide better services and bring products that will meet their needs with adequacy.

Goal 4: To Improve My Emotional Intelligence and That of the Employees

Emotional intelligence is the ability of a person to develop an understanding of their emotions and those they interact with. My proper use of this ability will significantly influence my ability to manage the employees in a manner that improves their skills and make them perform even better.

My knowledge in the organisation to understand and relate with different people considering their emotions will help how I will communicate with them, as well as the clients with the intentions of creating a motivation to a particular action. This can significantly help me to run the business smoothly improving the external and internal relations with other people.

Goal 5: Enhancing the Listening Skills of the Employees

I had come to realise that everyone gets happy when they listened to, heard and understood by others regardless of their rank in an organisation. Listening to others has always created a good rapport and enhanced teamwork since everyone feels respected and valued.

I have read that if the management and those in authority in an organisation decide to lower and humble themselves, things can become much more comfortable. This is because it will be easy to create good communication, raise morale and motivation for the employees. As a result, I discussed these findings with several friends of mine in top management of various organisations so that they can implement them and bring a positive change in their places of work. The above-explained goals are applicable and easy to achieve for any organisations, and the results are almost instant. If well implemented there is guaranteed mobility upward for any organisation.

Gibbs’ Reflection Model

The Gibbs' reflective cycle is viral and is used by many experts in diverse fields. Its uses range from education workers, healthcare and science, etc. students doing their assignment also need to have skills in the Gibbs' reflective cycle. This approach is of great significance as it helps students, as well as experts, develop reflection. Gibbs' reflection model helps people to learn through their own experience together with that of others. It is essential to develop continuous personal development and makes people perform their work with high efficiency.

The usage of Gibbs' reflection model is evident in the goals I have set for myself and the employees too. I gained a lot of knowledge from being a member of the panel in structured behaviour job interviews for several organisations, making me know what to do to have well adapted and acquainted employees. I have incorporated ex...