Development of a question to assess the “ability to plan”

What is a “plan” in the context of position? What types of specific activities would undertake the good and bad planners? What levels of complexity, time constraints and challenges that usually come? Finally, what is the impact of various behaviors or planning measures? Different planning approaches are they as effective as each other?

Definition:

Develop a systematic plan of action for self and others to ensure the achievement of specific objectives. Establish priorities, goals and timelines to achieve maximum productivity and ensure compliance with the objectives on time.

Effective behavioral indicators:

* Establish priorities in the light of the most important elements.
* Keep a detailed record of activities associated with achieving the stated objectives.
* Plan a realistic and adequate time required.
* Know the status of its own work at all times.
* Create action plans to meet the expectations for performance.

Example of behavioral interview question

* Describe how you have managed your work schedule the last time you had to meet competing deadlines.
* What steps have you taken to ensure manage your time in the most efficient way?
* What was the outcome?
* What was the feedback?

Example of situational interview question

What would you do if you were only responsible for managing a major project in accordance with a very tight schedule? What steps would you take to ensure that they meet all the deadlines?

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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.

Knowledge questions method is further described below:

Knowledge questions. These questions typically assess technical or professional knowledge required to perform the duties of the position. In the context of these questions, applicants must demonstrate their knowledge in specific areas such as basic principles of accounting, computer programming, financial management or guidelines and legislation, etc..

Knowledge required to work effectively was evaluated in interviews. It is particularly useful to assess the knowledge during an interview when the position requires the verbalization of technical information and procedures. For example, for the posts of advisers, most service requests are made verbally. It is also possible to provide accommodation for people with disabilities and to assess the knowledge required to work during the interview rather than through a written knowledge test.

It is not recommended to assess the knowledge required during the interview if there are many questions about work-related knowledge, especially if the answers are fairly short and routine. In such cases, it would be more effective and usually less expensive to administer and correct a written test. In addition, interviews are not appropriate for situations in which the questions relate to complex behaviors such as fault diagnosis, operation of equipment or manipulation of data or information. In such situations, simulations of employment are usually more appropriate.

In the development of questions about the knowledge required to work, the challenge is to determine the amount of knowledge that candidates should already possess in relation to what can be acquired later on the job. These questions should assess only knowledge of the information that is essential or important to the overall performance at work and not the complex knowledge, but only accessories for the job. The questions should not focus on knowledge easily acquired on the job or on elements taught in the context of a training program for the job.

In the evaluation of knowledge through an interview, it is recommended that prior notice to applicants that their knowledge will be assessed, since the additional preparation may be required.

Examples of questions on work-related knowledge

Description: How the new Employment Act in the public service Has it changed the hiring process in the public?

Demonstration: How would you prepare for interview questions to ensure assessment of applicants based on merit?

Simulated use. As part of simulations, applicants must complete a task they should perform the job. Although the simulations are usually not considered as interview questions, managers have often used for this purpose. For example, it could provide budget information to an applicant or a postulant and ask questions related to tasks in the workplace.

Like other types of interview questions, the simulation should also be standardized. Instructions and a short script should be given verbally or in writing. The same questions are asked of all applicants. An assessment guide should be developed to ensure consistency in the assessment of all applicants.

However, it should be cautioned against this type of interview questions. First, the scenario and questions must relate to work and build on the skills required to perform the work. Then, the simulations should not take much of the interview but used to supplement the information obtained through other types of questions. Finally, the artificiality of this type of exercise can make some candidates uncomfortable.

Example of simulation employment

Technicians must administer human resources written examinations. This includes reading the instructions to applicants. Please read them like you did before a large group of applicants.

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