麥德龍目標(biāo)甄選技巧

TargetedSelections

目標(biāo)甄選技巧BUHRDevelopment區(qū)域人力資源發(fā)展InterviewGuidelines

面試指南Introduction概要TargetedProcess-Acomprehensiveandstructuredcompetency-basedtoolthatguidestheintervieweronwhattodobefore,duringandaftertheinterview.目標(biāo)-

全面結(jié)構(gòu)化能力式面試指導(dǎo)，是提供我們面試官如何進(jìn)行面試前準(zhǔn)備、面試中能力式提問(wèn)、面試后評(píng)估的一個(gè)實(shí)用工具Before–gothroughpreparationchecklist面試前

–仔細(xì)檢查準(zhǔn)備清單During–Outlinetheinterviewandaskcompetency-basedquestions

面試中

–擬定面試框架并提出能力式面試問(wèn)題After

–Analyseandratecompetenciesbasedonanswersfrombehavioralquestions面試后–就其行為表現(xiàn)問(wèn)題的解答進(jìn)行分析并打分

METRO’scorecompetencies-CompetenciesconsideredbyMETROGroupasimportant.Additionally,KAE&SEsareassessedon“SalesCompetence”.核心能力-

麥德龍集團(tuán)認(rèn)為重要的七大核心能力；此外，增加了KAE/

SEs

“銷售能力”的面試問(wèn)題Application-ForpositionsatHDlevelandabove適用

–主管及以上職位Whyisitnecessary?為什么這是必需的？Consistent–Interviewprocessisstructured.Samequestionstosamepositioninterviewed.Facilitatescomparisonofcandidates.Howdoyoucompareifcandidatesareaskeddifferentquestions?一致性

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結(jié)構(gòu)化的面試過(guò)程，針對(duì)同一個(gè)職位的不同應(yīng)聘者提出相同的問(wèn)題，有助于面試官進(jìn)行比較。如果向應(yīng)聘者提出不同問(wèn)題，你將如何作比較？Accurate–Assessandrecruitcandidatesbasedontheiranswerstobehaviouralquestions.BehaviouralanswersreflectonexperienceandpredicthowcandidatewillrespondinasimilarsituationinMETRO.Offersabettermatchbetweenpersonandposition.準(zhǔn)確性

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根據(jù)應(yīng)聘者對(duì)行為表現(xiàn)方面的面試問(wèn)題的回答進(jìn)行甄選和評(píng)估。應(yīng)聘者的回答不僅能了解應(yīng)聘者的相關(guān)工作經(jīng)驗(yàn)，而且能預(yù)測(cè)將來(lái)其在麥德龍遇到類似情形時(shí)的反應(yīng)，使應(yīng)聘者與聘用職位更加適合。Retention–Accuracyofmatchingpersontojobimprovesretentionofemployee.留任

–被錄用人員與職位的完全適合度能提高其工作留任123Whyisitnecessary?(Continued)為什么這是必需的？(繼續(xù))Quality–Facilitateshiringthebestcandidateforthejob.Qualitycandidateshavehigherchanceofsuccessfuljobperformance.質(zhì)量–使錄用適合職位的最佳人選更容易,即錄用質(zhì)量的候選人意味著成功達(dá)成績(jī)效的概率更高。PositiveImpression–TheprofessionalinterviewprocessgivesjobcandidatesapositiveimpressionofMETROasagoodemployer.積極正面印象–專業(yè)的面試給應(yīng)聘者留下“麥德龍是一家好企業(yè)”的積極正面印象Objective–SelectiondoneusingCompetenciesvaluedbyMETRO.Thecompetenciesofeachcandidateareassessedandrated.目標(biāo)性–甄選運(yùn)用了麥德龍核心能力，對(duì)每位應(yīng)聘者的能力進(jìn)行評(píng)估打分RationalDecision–Decisionsarebasedonstructuredprocessandcarefulanalysisofbehaviouralcompetencies.Facilitatesrationaldecisionmaking.理性決策–基于結(jié)構(gòu)化面試流程及對(duì)行為表現(xiàn)能力的認(rèn)真分析，幫助面試官作出理性決策4567BeforetheInterview面試前Reviewapplicationmaterials

評(píng)估應(yīng)聘者申請(qǐng)資料Focusonthecontentoftheresume關(guān)注簡(jiǎn)歷內(nèi)容Anythinginterestingintheapplicationletter?應(yīng)聘信上描述的有趣事Anynewinformationinapplicationforms?申請(qǐng)表中任何新的信息Testimonialsmaybebiased推薦信可能存在的偏差Decidewhichjobs/experiencesaremostrelevanttothejobbeinginterviewedfor確定哪些工作經(jīng)歷與提供面試的職位最吻合Backgroundandjobfit

應(yīng)聘者的背景與職位適合度Noteanyjobs/experiencesinwhichyouareunclearorwouldlikemoreinformation對(duì)于那些工作經(jīng)歷不清楚的或需要進(jìn)一步了解信息的做好記錄Noteanygapsinemployment標(biāo)出與錄用條件的差距Assessjobfitandmotivation評(píng)估其職位適合度及應(yīng)聘的動(dòng)機(jī)12BeforetheInterview面試前34Reviewtheattachedplannedbehaviouralquestions選定附件中預(yù)先設(shè)計(jì)的行為表現(xiàn)方面的面試問(wèn)題Reviewthecompetencydefinitionsandquestions熟悉能力方面的解釋及相關(guān)的面試問(wèn)題Choose1-3questionsfromeachcompetency選擇1~3個(gè)問(wèn)題準(zhǔn)備提問(wèn)Modifyquestionstofitcandidate’sexperience修正問(wèn)題，使其更加符合應(yīng)聘者的工作經(jīng)驗(yàn)背景Decideiforderofquestionsneedtobechanged確定提問(wèn)的順序是否需要調(diào)整

Developadditionalquestions,ifnecessary如有必要，可以開發(fā)或增加問(wèn)題ForKAE&SE,begininterviewwith“SalesCompetence”questions.針對(duì)KAE/SSE/SE的職位，面試提問(wèn)可以從“銷售能力”開始EstimateTiming

預(yù)估面試時(shí)間EstimatethetimeneededtocovereachsectionoftheInterviewGuide.Forathoroughinterview,allow60-90minutespercandidate.Terminatetheinterviewafter15-30minutesifthecandidateisnotsuitable.根據(jù)面試指南預(yù)估完成每一項(xiàng)所需時(shí)間，對(duì)于一個(gè)綜合面試，面試每個(gè)應(yīng)聘者大約需要60~90分鐘；如果認(rèn)為應(yīng)聘者不合適，則面試在15~30分鐘以后結(jié)束OpeningtheInterview開始面試12Greetings

問(wèn)候Starttheinterviewbyfirstgreetingthecandidateandgivingyournameandposition.問(wèn)候應(yīng)聘者，介紹自己的名字和職位ExplainPurpose

說(shuō)明面試的目的Knowapplicant&interviewer讓應(yīng)聘者和面試官相互認(rèn)識(shí)Learnmoreabouttheapplicant’sbackgroundandexperience了解應(yīng)聘者背景和工作經(jīng)歷Helptheapplicantunderstandthepositionandorganization幫助應(yīng)聘者了解該職位及組織OpeningtheInterview開始面試3InterviewPlan

面試安排Tellthecandidatethattheinterviewwillbeusedtoreviewandaskquestionstogetspecificinformationaboutjobsandexperiences.要求應(yīng)聘者在簡(jiǎn)述以往的工作經(jīng)歷，通過(guò)提問(wèn)獲得以往工作中的特定信息Provideinformationaboutpositionandorganization.提供相關(guān)職位和組織信息Allowcandidatetoaskquestions.允許應(yīng)聘者提出問(wèn)題Pointoutthatyoubothwillgetinformationtomakegooddecisions.指出雙方都可以獲得彼此需要的信息，從而做出明智的決定Indicatethatyouwillbetakingnotes.表明你將會(huì)做記錄DuringtheInterview面試中1Education

教育Accomplishmentsduringschool在校期間所取得的成績(jī)Importantideasandconceptlearnedinschool在校期間所學(xué)到的重要理念/觀念等WorkBackground

工作背景Jobandexperienceandreporting工作經(jīng)歷和匯報(bào)對(duì)象Majorresponsibilitiesandduties主要工作職責(zé)Jobchangesandpromotions工作變動(dòng)和職務(wù)晉升Motivation

應(yīng)聘動(dòng)機(jī)Likesanddislikesaboutcurrent/previousjobs在現(xiàn)在/過(guò)去的工作中最喜歡和最不喜歡的?Whyplanningtoleave(ifappropriate)為什么打算離職（只有在適合的情況下提問(wèn)）Frustrationsatwork,why?工作中受挫情況，為什么？23DuringtheInterview面試中4BehaviouralQuestions

行為表現(xiàn)問(wèn)題ForKAE&SEpositions,startthebehaviouralinterviewwith“SalesCompetence”questions針對(duì)KAE&SE應(yīng)聘者，面試提問(wèn)可從“銷售能力”方面開始Askthebehaviouralquestionsthatyouhaveselectedorprepared依據(jù)你挑選或已準(zhǔn)備的行為表現(xiàn)方面的面試問(wèn)題進(jìn)行提問(wèn)

Adaptquestionstofunctionsbeinginterviewed根據(jù)面試的作用調(diào)整面試問(wèn)題Keepaskingprobingquestions.Donotaccept“readyanswers”immediately采用探究性提問(wèn)技巧，不接受表面看起來(lái)“理所當(dāng)然的答案”Listenandmakesurethatthecandidatetalksmostofthetime傾聽，確保應(yīng)聘者充分表達(dá)Writedownkeyevidencefromthecandidates’answersforeachcompetency記錄應(yīng)聘者在回答每一項(xiàng)“能力”問(wèn)題時(shí)搜集到的重要信息

Interviewisnotageneral/socialchat面試過(guò)程不是一場(chǎng)泛泛而談的社交性聊天METROCoreCompetencies-BehaviouralQuestions

麥德龍核心能力–行為表現(xiàn)方面的問(wèn)題Analytical&Strategic

Competence

分析和戰(zhàn)略前瞻能力Eg.Whatcomplicatedproblemshaveyouhadtoaddressonyourjob?Describe

howyouidentifiedorgainedabetterunderstandingoftheproblems).Giveexamples.就你的工作，你必須著手解決哪些復(fù)雜的問(wèn)題？你是如何發(fā)現(xiàn)這些問(wèn)題或怎樣做到更好地理解這些問(wèn)題的？請(qǐng)舉例說(shuō)明。Leadership

領(lǐng)導(dǎo)力Eg.Whattechniqueshaveyoulearnedtomanage/superviseothers?Howhaveyouusedthesetechniques?Givesomeexamples.

你知道管理和監(jiān)督他人的技巧有哪些？你是如何運(yùn)用這些技巧的？請(qǐng)舉例說(shuō)明。SocialSkills

社交能力Eg.Tellmeaboutatimewhenyouneededsomeone’scooperationtocompleteataskandtheywerenotcooperative.Didyoucompletethetask?Howdidyouresolvethesituation?

當(dāng)你需要和他人共同完成一項(xiàng)任務(wù)，而他表示不愿合作時(shí)，最終你們完成任務(wù)了嗎？你們又如何解決的？

InterculturalCompetence跨文化協(xié)調(diào)能力Eg.

Oneofthewayspeoplearedifferentistheirstyleofrelatingwitheachother.Givesomeexamplesofdifferenttypesofpeopleyouhaveworkedwith,andhowyougotalongwitheach.體現(xiàn)人與人之間不同其表現(xiàn)形式之一在于他們相互間待人接物的風(fēng)格迥異。請(qǐng)說(shuō)說(shuō)你所共事過(guò)的各種不同類型的人，你是如何與他們相處的？1234ResultOrientation

目標(biāo)導(dǎo)向Eg.Describeasituationinwhichyouwerenotabletocompletework/goalontime.Whywasthework/goalnotachieved?Howwillyouimproveitnexttime?

請(qǐng)舉一個(gè)你未能按時(shí)完成任務(wù)的例子，為什么沒(méi)能完成這個(gè)目標(biāo)？下次你會(huì)做怎樣改進(jìn)？

Market&CustomerOrientation

市場(chǎng)及客戶意識(shí)Eg.Whatskillsorqualitiesareimportantfordealingeffectivelywithcustomers?Giveanexampleofwhenyoudisplayedtheseskillsorqualities.為了能有效服務(wù)于客戶，你認(rèn)為哪些技能和素質(zhì)是非常必要和重要的？請(qǐng)舉例說(shuō)說(shuō)你展示這些技能和素質(zhì)的場(chǎng)合/情景？

AbilitytoBringAboutChange

變革管理能力Eg.Describeatimewhenyousuccessfullyplanned,monitoredandimplementedchange?請(qǐng)講述一個(gè)你成功計(jì)劃、監(jiān)控并實(shí)施變革的經(jīng)歷?ForKAE,SSE&SE,addonemorecompetence

針對(duì)KAE,SSE&SE,增加一項(xiàng)能力SalesCompetence

銷售能力Eg.Tellmeaboutatimewhenyoupersuadedacustomertobuysomething.Whatwasthesituation?Howdidyoupersuadethecustomer?

請(qǐng)說(shuō)說(shuō)你曾說(shuō)服了客戶購(gòu)買你的商品，當(dāng)時(shí)是怎樣的情形？你是如何說(shuō)服他的？5678METROCompetencies-BehaviouralQuestions

麥德龍核心能力–行為表現(xiàn)方面的問(wèn)題AftertheInterview面試后1InterviewRatingForm

面試評(píng)估表Refertoyourcommentsoneachcompetencyanddecideonaratingforthecompetency根據(jù)你的評(píng)價(jià)對(duì)每項(xiàng)能力進(jìn)行逐項(xiàng)打分Writedowntheevidencethatsubstantiatesyourdecision記錄下打分的充足證據(jù)TobecompletedbyeachinterviewerandsubmittedtoBUorStoreHR,asappropriate評(píng)估表應(yīng)由每個(gè)主考官來(lái)完成，然后遞交區(qū)域或商場(chǎng)人力資源部Makeadditionalcomments,ifrequired如有必要，可做些評(píng)語(yǔ)MakeDecision

做出決定Decidetoletcandidategothroughsecondinterview,keepinfileorproceedtohire決定是否建議應(yīng)聘者參加第2輪面試、存檔或直接聘用PersonalityProfiling

個(gè)性特征Tobetterunderstandthecharacterandpersonalityofthecandidate,a“personalityprofileanalysis”canbedonebyBUHR為更好地了解最佳候選人的性格（便于做出錄用決定），可由區(qū)域人力資源部對(duì)其進(jìn)行個(gè)性特征分析23InterviewGuidelines–ASummary面試指南–匯總Why為什么？How怎么做？Consistent一致性Accurate準(zhǔn)確性CandidatesareassessedOnMETRO‘s7CoreCompetenciesplusaSalesCompetency(forKAE&SE)依據(jù)麥德龍七大核心能力加上銷售能力(針對(duì)KAE&SE)進(jìn)行面試評(píng)估Interviewerschooseandaskbehavioralquestionstoassesscompetencies面試官選擇行為表現(xiàn)面試問(wèn)題提問(wèn)并進(jìn)行評(píng)估InterviewGuidelines面試指南Quality質(zhì)量What什么？ComprehensiveCompetency-basedguidethatdefineswhattodobefore,duringandaftertheinterview. 全面結(jié)構(gòu)化能力式面試指導(dǎo)，是提供我們面試官如何進(jìn)行面試前準(zhǔn)備、面試中能力式提問(wèn)、面試后評(píng)估的一個(gè)實(shí)用工具UsedforpositionsatHDandabove.

適用主管以上職位Frominterviewanswers,ratethecompetencies.根據(jù)應(yīng)聘者的回答進(jìn)行打分PositiveImpression正面印象Objective目標(biāo)性RationalDecision理性決策Retention留任Supplementwithpersonalityprofilingofcandidates.附加應(yīng)聘者性格測(cè)試InterviewAssessment

面試評(píng)估表Introduction概要TargetedProcess-AsimpleandpracticalCompetency-basedinterviewprocessandassessmenttool目標(biāo)

–一個(gè)簡(jiǎn)單實(shí)用的能力式面試過(guò)程和評(píng)估工具Skills&Competencies-Asksimplebehaviouralquestionstoassessskillsandcompetenciesthatareneededforthejob.SkillsandcompetenciesselectedbasedonHR’sobservationandfeedbackfrommanagers.Skillsandcompetenciesarerated技巧和能力

–通過(guò)簡(jiǎn)單的行為表現(xiàn)方面的問(wèn)題確定應(yīng)聘者是否具備工作所需的技能。這些技能是通過(guò)人力資源部的觀察和部門經(jīng)理的反饋得出的，然后對(duì)應(yīng)聘者的技能進(jìn)行評(píng)分Application-ForpositionsbelowHDlevel適用

–主管以下職位Whyisitnecessary?為什么這是必需的？Simple

簡(jiǎn)單Consistent

一致性Accurate

準(zhǔn)確性Retention

留任Quality

質(zhì)量PositiveImpression

正面印象Objective

目標(biāo)性RationalDecision

理性決策InterviewAssessment-Skills&Competencies

面試評(píng)估表–技巧和能力JobMotivation&Drive

工作動(dòng)機(jī)Getapplicanttotalkabouthis/herpreviousjobs.Askwhetherhe/shedislikedthosejobsandwhy.Whatdoeshe/shelookforinajobandwhatarehisfutureplans?Whathe/shehopestoachieveorbecomein3to5-years’time?

讓應(yīng)聘者談?wù)勔酝墓ぷ鹘?jīng)歷。問(wèn)他是否喜歡以前的工作，為什么？他期望從工作中得到什么?他未來(lái)的計(jì)劃是什么？在未來(lái)3~5年內(nèi)他期望達(dá)到怎樣的成就？InterpersonalSkills&Personality

人際交往能力和性格Getapplicanttodescribehimself/herself(introvert,extrovert,likes,dislikes,hobbies&friends).Askapplicanttodescribehis/herpastworkingexperienceswithhis/hercolleaguesespeciallyingroups.Allowhim/hertotalkaboutsomeconflictsorsuccessthathe/shehasencounteredinthepast.

讓應(yīng)聘者描述自己(內(nèi)向/外向,喜歡什么,不喜歡什么,愛好&朋友等)。讓應(yīng)聘者講講以往的工作和團(tuán)隊(duì)/同事，允許他談過(guò)去遇到的沖突或成就。Teamwork

團(tuán)隊(duì)合作Askapplicanttosharehis/herexperienceinworkinginateam.Whatdidtheteamworkon?Whatwasherroleandcontribution?Whatwerethechallengesandwhatwastheoutcome?Whatdidhe/shelearnfromtheexperience.

讓應(yīng)聘者談?wù)勊趫F(tuán)隊(duì)工作中的經(jīng)驗(yàn)。他的團(tuán)隊(duì)從事什么工作?他在團(tuán)隊(duì)中擔(dān)任什么工作？作出了哪些貢獻(xiàn)?遇到的最大挑戰(zhàn)是什么？結(jié)果如何?他從這些經(jīng)歷中學(xué)到了什么？

123WorkEfficiency

工作效率Asktheapplicanttodescribeasituationinwhichhe/shewasrequiredtodoseveralthingsatthesametime.Howdidhe/shemanagetime?讓應(yīng)聘者描述他/她同時(shí)接受幾項(xiàng)任務(wù)時(shí)的情形，他/她是如何管理時(shí)間的?CustomerOrientation

客戶意識(shí)Askapplicanttosharewhatskillsorqualitiesareimportantfordealingeffectivelywithcustomers.Whendidhe/shedisplaytheseskillsorqualitiesatwork?

讓應(yīng)聘者談?wù)勀男┘记苫蛩刭|(zhì)對(duì)于有效接待客戶非常重要？他/她在工作中什么時(shí)候運(yùn)用了這些技巧和素質(zhì)?Technical/ProfessionalKnowledge

技能和專業(yè)知識(shí)Findoutwhatkindofworkhe/shehasdoneinhis/herareaofwork/specialization.Whattraininghashe/shereceivedinthisareaandhowhe/shehasusedthetrainingreceivedinhis/herwork.Gethim/hertodescribeaproject,situationorassignmentthathaschallengedhis/herareaofprofessionorwork.

了解他/她在以往工作領(lǐng)域中主要做了哪些工作？他/她接受過(guò)哪些培訓(xùn)？他是如何運(yùn)用在培訓(xùn)中學(xué)到的知識(shí)？讓他/她說(shuō)說(shuō)在工作或?qū)I(yè)領(lǐng)域中遇到的很具有挑戰(zhàn)性的項(xiàng)目或任務(wù)時(shí)的情況。6InterviewAssessment-Skills&Competencies

面試評(píng)估表–技巧和能力45InterviewAssessment-Skills&Competencies

面試評(píng)估表–技巧和能力Analytical&ProblemSolvingSkills

分析能力和解決問(wèn)題能力Getapplicanttorelatesomeoftheproblems/challengesthathe/shefacedinhis/herpreviouswork.Askhim/hertodescribehowhe/shesolvedorhandledproblemsandovercomeobstacles.讓應(yīng)聘者聯(lián)系以往工作中遇到的問(wèn)題或面臨的挑戰(zhàn)，他是如何解決的或克服的?

Planning&OrganizationalAbility

計(jì)劃和組織才干Hastheapplicantplannedororganizedanykindofprojectinthepreviousjoborinschool?Askhim/hertodescribetheexperience.Wasitasuccess?Diditmeetthestatedobjectivesandwasitcompletedontime?問(wèn)應(yīng)聘者在以往的工作中或?qū)W校里是否組織過(guò)某個(gè)項(xiàng)目?如果有，請(qǐng)描述一下當(dāng)時(shí)的經(jīng)歷，是否成功了?或有沒(méi)有達(dá)到既定目標(biāo)？是否按時(shí)完成?

Initiative&Creativity主動(dòng)性和創(chuàng)造力Askapplicanttodescribeincidentswherebyhe/shehasthoughtofnewideasoutsidehis/herjobdescriptionandsuccessfullyimplementedthemtoimprovehis/herwork.Inotherwords,didshefindeasierandmorerewardingwaysofdoinghis/herwork?讓應(yīng)聘者描述是否出過(guò)某些好點(diǎn)子，想過(guò)某些好辦法，有效提高了他/她的工作效率，雖然他/她的崗位職責(zé)并沒(méi)有要求他/她去想這些辦法，換句話說(shuō)，他/她是否自己找到了更簡(jiǎn)單高效的工作方法？987InterviewAssessment–ASummary面試評(píng)估表–匯總Why為什么？How怎么做？Candidatesareassessedonskillsandcompetenciesthatareneededfortheirjobs.面試官根據(jù)職位要求的技巧和能力進(jìn)行面試評(píng)估Skills&competenciesselectedbasedonHR‘sobservationandfeedbackfrommanagers根據(jù)人力資源部觀察和部門經(jīng)理反饋對(duì)應(yīng)聘者的技能進(jìn)行甑選Asksimplebehavioural

questionstoassessskillsandcompetencies通過(guò)簡(jiǎn)單行為表現(xiàn)問(wèn)題回答來(lái)確定應(yīng)聘者是否具備工作所需的技能Skills&competenciesarerated.對(duì)應(yīng)聘者的技能進(jìn)行打分InterviewAssessment面試評(píng)估表What什么？AsimpleandpracticalCompetency-basedinterviewassessment.

簡(jiǎn)單實(shí)用的能力式面試評(píng)估表UsedforpositionsbelowHD

適用主管以下職位Simple

簡(jiǎn)單Consistent

一致性Accurate

準(zhǔn)確性Retention

留任Quality

質(zhì)量PositiveImpression

正面印象Objective

目標(biāo)性RationalDecision

理性決策PersonalProfileAnalysis(PPA)

個(gè)性特征分析PersonalProfileAnalysis個(gè)性特征分析ProfilingTool–Apersonalityprofilingtoolthatprovidesaninsightintohowpeoplewillbehavewhenfacedwithvarioussituationsatwork.個(gè)性特征圖

–就其在特定職位工作情境下的行為表現(xiàn)提供一些洞察之見Whyneeded

為什么需要？- Understandmotivationanddrive

了解動(dòng)機(jī)及驅(qū)動(dòng)力- Strengthsandlimitations

優(yōu)勢(shì)與局限性- Likesanddislikes

喜好- Fitbetweenpersonandjob

職位適合度- Predictionoflikelybehaviouratwork

預(yù)測(cè)可能的工作表現(xiàn)Application–Forinterviewcandidatesaswellasexistingemployeesegteammanagement,counselingetc.適用

–面試候選人及在崗員工如團(tuán)隊(duì)合作、員工談心等PersonalProfileAnalysis個(gè)性特征分析Administration-CandidatecompletesasimpleonePPAformin10minutesthinkingofhimselfatwork.Resultofcompletedformiskeyedintothecomputer.Acomputergeneratedreportisproduced.實(shí)務(wù)操作

–要求候選人在10分鐘內(nèi)回想您在工作情境下的行為特征獨(dú)立完成單頁(yè)性格測(cè)試表。完成后的測(cè)試結(jié)果錄入電腦，根據(jù)記錄系統(tǒng)會(huì)自動(dòng)生成報(bào)告。TakeNote–Thereisnorightorwronganswer.Youcannot‘pass’or‘fail’it.Peoplearedifferent.Theanalysiscannotdetectanymentalnegativity.Onapositiveside,overcomingpersonalitylimitationsleadtogreatersuccessatwork.說(shuō)明

–答案沒(méi)有對(duì)錯(cuò)之分，無(wú)法表明你“通過(guò)”或“沒(méi)通過(guò)”測(cè)試。人與人之間有所不同。這個(gè)測(cè)試必須在無(wú)人干擾的情景下完成。從積極意義上來(lái)說(shuō)，它能幫助被測(cè)試者克服性格上的局限性以便將來(lái)更好地取得工作成效。ExampleofthePPAForm–24lines個(gè)性特征分析樣表–24行POWER權(quán)力+GOALS目標(biāo)FAILURE失敗“TELL”吩咐式WHAT是什么?PEOPLE人際+RECOGNITION認(rèn)可-REJECTION拒絕“SELL”銷售型WHO是誰(shuí)?ACTIVE積極主動(dòng)POLICY政策+STRUCTURE規(guī)定-CHAOS沖突“WRITE”書面HOW怎樣?DOMINANCE支配力INFLUENCE影響力COMPLIANCE遵從性STEADINESS穩(wěn)定性PACE節(jié)奏+SECURITY歸屬ABRUPTCHANGE突變“LISTEN”傾聽WHY為什么?CHALLENGING挑戰(zhàn)FRIENDLY友好PASSIVE被動(dòng)消極PersonalProfileAnalysis-DiSCTheory個(gè)性特征分析–DiSC理論Direct直率Competitive爭(zhēng)強(qiáng)好勝Assertive有決斷力Decisive好下斷言Driving積極進(jìn)取Friendly友好Communicative健談Positive積極樂(lè)觀Persuasive有說(shuō)服力Optimistic樂(lè)觀Logical邏輯性強(qiáng)Analytical分析Systematic有條理Perfectionist完美主義者Detailed注意細(xì)節(jié)Patient耐心Accommodating樂(lè)于助人Persistent有毅力Thorough全面周到Considerate深思熟慮PEOPLE人TASK任務(wù)INFLUENCE影響力DOMINANCE支配力STEADINESS穩(wěn)定性COMPLIANCE遵從性ACTIVE積極主動(dòng)PASSIVE被動(dòng)消極PersonalProfileAnalysis-DescriptiveWords

個(gè)性特征分析-描述詞語(yǔ)

PersonalProfileAnalysis–VariousUsage個(gè)性特征分析–不同用途

PPAProfile

個(gè)性特征PersonalReview

個(gè)人形象回顧Strengths&Limitations

優(yōu)勢(shì)與局限性CompatibilityAnalysis人際和諧度分析HowtoManage

如何管理TeamAudit

團(tuán)隊(duì)分析IdealTeamAnalysis理想團(tuán)隊(duì)分析GeneralQuestions

綜合面試問(wèn)卷ManagementAudit

管理技能審核SalesAudit

銷售技能審核Admin/TechAudit

行政管理/技術(shù)技能審核

TrainingNeedsAnalysis

培訓(xùn)需要分析CallCentreAudit

呼叫中心審核CandidateFeedback

候選人反饋CareerGuidelines

職業(yè)生涯指導(dǎo)HumanJobAnalysis

工作評(píng)估分析Job/Candidate-Comparison

人職對(duì)比GraphsandScores

圖表和得分InterviewGuide

面試指引Questionnaire

常規(guī)問(wèn)卷SalesSkillSummary

銷售技巧摘要PersonalReview

個(gè)人形象回顧PersonalProfileAnalysis–ASummary個(gè)性特征分析–匯總Why為什么?How怎么做? UnderstandMotivation &Drive了解動(dòng)機(jī)及驅(qū)動(dòng)力 Strengths&Limitations優(yōu)勢(shì)與局限性 LikesandDislikes喜好 Fitbetweenpersonandjob職位適合度Predictionofbehaviour行為預(yù)測(cè)CandidatecompletesasimplePPAformin10minutesthinkinginthecontextofwork.要求應(yīng)聘者考慮本人實(shí)際工作中的行為特點(diǎn)在10分鐘內(nèi)完成PPA表

Areportisgeneratedbycomputer.電腦自動(dòng)生成報(bào)告 Norightorwronganswer.Peoplearedifferent.答案沒(méi)有對(duì)錯(cuò)之分,每個(gè)人有所不同 Tosupplementcompetency-basedbehaviouralquestions 視為對(duì)能力式問(wèn)題的補(bǔ)充PersonalProfileAnalysis個(gè)性特征分析What什么?Apersonalityprofilingtoolthatprovidesaninsightintohowpeoplebehaveatwork.就其在特定職位工作情境下的行為表現(xiàn)提供一些洞察之見BackUp

備選項(xiàng)MoreDescriptiveWords–HIGH更多描述詞語(yǔ)–高HIGH–DAssertiveCompetitiveDirectDrivingForcefulInquisitiveSelf-StarterAggressiveBluntDaringDecisiveDemandingDominatingOverbearingSelf-assuredVenturesomeHIGH–ICommunicativeFriendlyInfluentialPersuasiveVerbalCharismaticCharmingConfidentEffusiveGenerousGregariousOptimisticParticipativePoisedPromoterSelf-promotingSympatheticTrustingHIGH–SAmiableDeliberateDependableGoodlistenerKindPersistent

A