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HR angol szaknyelvi e-book

II. FEJEZET
THE BEHAVIOURAL INTERVIEW
Viselkedésalapú, kompetencia fókuszú állásinterjú angolul

www.manhattannyelvstudio.hu
© Manhattan Nyelvstúdió 2009. – minden jog fenntartva

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angol nyelvû kompetencia listát ad. © Manhattan Nyelvstúdió 2009.Behavioural interviews A viselkedésalapú állásinterjú technika viszonylag új Magyarországon. valamint egy értékelô lap mintával. mert ez az interjú technika azt vallja. A viselkedés alapú állásinterjú során a pályázónak megtörtént élethelyzeteket kell említenie a múltból. de használata egyre elterjedtebb hatékonyságának köszönhetôen. STAR technikával és a viselkedésalapú interjúzás alapjaival. hogy azokat is lehessen használni az interjúzás bevezetô szakaszában vagy a záró kérdések között. hogy a jelöltek jövôbeni teljesítményét és viselkedését legjobban a hasonló helyzetekben produkált múltbeli viselkedésük vetíti elôre. gyorsan használhatóvá tegyék az angolul interjúztató HR toborzási szakemberek számára. A HR angol szaknyelvi E-book II. fejezete megismertet az ún. – minden jog fenntartva teljesített feladat körülmények elv elôrejelés 1 . hogy az interjúztató hogyan nyisson meg. E fejezet segítséget nyújt abban. A Manhattan Nyelvstúdió angol tanárai ezért gondolták hasznosnak. S végül az állinterjú "hagyományos" kérdései is megtalálhatóak angolul. the "behavioural" interviewer will ask open-ended questions that will cause the applicants to describe real circumstances and their responses to them. a legfontosabb kompetenciákat mérô mintakérdés sorral. Rather than focusing on the candidates’ resume and reviewing their accomplishments as they have written them on paper. hogy ennek az új állásinterjú technikának a nyelvi fordulatait. The premise behind behavioural interviewing is that the most accurate predictor of future performance is past performance in similar situations. szókincsét feldolgozzák és könnyen. About behavioural interviews Many employers are now doing "behavioural interviews". vezessen fel angolul egy állásinterjút. I.

© Manhattan Nyelvstúdió 2009. Even if the outcome or the solution of the problem failed to be successful the answers are appropriate providing they were built up according to the STAR. experience. elfogadható megfelelô How to Conduct an Effective Behavioural Interview?             Start by identifying what you want the employee to do in the open job. both behavioural and traditional. to ask each candidate during the behavioural interview. Phone screen the candidates who have caught your attention with their qualifications. Select your candidate with behavioural characteristics that match the needs of the job in mind. Use job evaluation and write a job description to describe the requirements of the position. and situations are accepted. telefonos interjúval megszûri a jelentkezôket Schedule interviews with the candidates who most appear to have the behavioural characteristics. thus he or she should avoid sentences such as ‘I would…. Ask your list of behavioural and traditional questions of each candidate you interview. követelmények Determine the required outputs and performance success factors for the job.’ or ‘ I usually’…. The interviewer should also explain the importance of the logical and structured answers. jellemvonás Narrow the list to your key behavioural traits for the job. elvárt eredmény Determine the characteristics and traits of the individual whom you believe will succeed in that job. which are based on the so called STAR technique. – minden jog fenntartva 2 . along with the skills. and the Results. the accomplished Task. S: situation T: task A: action: elkerül R: result The answers can be accepted if they include the Situation. Narrow your candidate choices based on their responses to the behavioural and traditional interview questions.At the beginning of the behavioural interview the interviewer explains the applicant that only concrete examples. Review the resumes and cover letters you receive with the behavioural traits and characteristics in mind. the Actions the candidate took. álláshirdetés Make a list of questions. The letters of this technique stand for the different stages of the answer. Write a job ad or job posting that employs the behavioural characteristics in the text. and education.

It’s nice to welcome you here and I hope you’ll enjoy the interview.Hogyan kezdjük angolul az állásinterjút? Bevezetô és átkötô mondatok: Some useful phrases and expressions to start and conduct a job interview Establishing rapport and relaxing the candidate. we can deal with any points you would like to raise. Finally. Please feel free to ask any questions you may have. I’m going to start by … and then we’ll talk about… Please ask about anything you are not sure of. How to start and conduct a job interview .II. – minden jog fenntartva 3 . Giving information I’d like to tell you something about… I’m afraid we don’t… We’d be happy to… Let me fill you in on the details of… Questions: What experience have you had of…? Could you outline your experience in…? Would you mind giving me more information on… Could you tell me… Follow-up questions: Could you tell me more about…? What exactly do you mean by…? Could you enlarge on that? I wonder if you could give me an example of… © Manhattan Nyelvstúdió 2009.

– minden jog fenntartva s/he can persuade others s/he is sensitive 4 . s/he demonstrates initiative újítási készség communication-written control attention to detail decisiveness delegation energy entrepreneurial fact finding-oral flexibility independence initiative innovation insight éleselméjûség. állhatatosság s/he is tenacious process operation rapport building risk taking sensitivity strategic analysis technical/professional knowledge tenacity © Manhattan Nyelvstúdió 2009. intuíciós készség integrity jó alkalmazkodó készség s/he is innovative s/he is a person of insight. rugalmasság s/he is resilient s/he is ready to take risks persuasiveness (sales ability) kockázatvállalás meggyôzôkészség.Fôbb kompetenciák. has insights into problems s/he integartes easily ítélôképesség s/he shows excellent judgement leadership/Influence vezetôi készség s/he is a good leader s/he is ready to improve herself/ himself management folyamatos tanulás készsége figyelmes hallgató a kommunikáció során vezetôi készség motiváció s/he is motivated and motivating tárgyalókészség s/he has good negotiation skills szervezôkészség s/he has good organizational skills aktív közremûködés készsége judgment lifelong learning listening motivation negotiation organizational s/he is a good listener s/he has got good management skills participative planning and organizing tervezôi és szervezôi készségek presentation skills elôadói készség s/he is participative s/he can plan ahead. értékesítési készség érzékenység analitikus gondolkodás készsége s/he is good at analysing problems technikai/szakmai tudás s/he is knowledgeable about his / her field kitartás. Some competences a behavioural interview might focus on . melyekre a viselkedésalapú interjú fókuszál Kompetencia megnevezése angolul Kompetencia megnevezése magyarul A jelentkező jellemzése communication-oral kommunikációs készség . pontos. aprólékos s/he pays attention to detail döntéshozó készség s/he is ready to make decisions delegálás s/he is effective at delegating tasks energikusság s/he is energetic vállalkozó szellemûség s/he is entrepreneurial tényfeltáró készség s/he understands the source of the problem rugalmasság s/he is flexible önnálló munkavégzés s/he is independent kezdeményezôkészség s/he is initiative.III.írott s/he has good written communication skills irányítási és ellenôrzési készségek s/he is ready take control ügyel a részletekre.szóbeli s/he has good oral communication skills kommunikációs készség . has good organizational skills s/he has good presentation skills folyamatirányítás s/he manages processes effectively kapcsolatépítô készség s/he builds rapports with ease resilience lendületesség.

Self-management Önmenedzselés Characteristics of the candidate… she/he meets deadlines she/he is responsible for his/her actions she/he is self-controlled she/he is independent she/he prioritizes tasks she/he demonstrates initiative határidôket betartja cselekedeteiért vállalja a felelôsséget hatékonyan kezeli indulatait önállóan cselekszik fontossági sorrendet állít fel a feladatokban kezdeményezô  Describe a situation when your customer/partner/colleague disturbed you with silly and inappropriate questions. Some categories.  Tell me about a time that you demonstrated initiative? 2. What did you do? © Manhattan Nyelvstúdió 2009. How did you react?  Tell me about the riskiest decision that you have made. Team-work. – minden jog fenntartva 5 .  Has it ever happened to you that you had to give negative feedback to someone since his or her careless approach to the work process caused you extra work? What was his or her reaction? What did you do?  How do you usually reach the solutions in your team? What’s your role in it?  Tell me about a time when you worked with somebody who was not as cooperative as you needed him or her to be. and related sample questions 1. building positive working relationships Csoporttagokkal való együttmûködés Characteristics of the candidate… she/he collaborates with colleagues she/he develops other’s and his/ her own ideas she/he respects the team members she/he gives and accepts feedback együttmûködô a munkatársakkal saját és kollégái ötleteit továbbgondolja tiszteli a csoport tagjait értékeli munkatársai teljesítményét.IV. What were your considerations in making that particular decision?  Describe a situation when you were in danger of missing a deadline. How did you get the job done? Would you work with that person again if given the choice?  Summarize a situation where you successfully persuaded others to do something or to see your point of view. és elfogadja saját munkájának értékelését is  Can you tell me about an occasion where you needed to work with a group to get a job done? What were the challenges and difficulties and how did you face these?  Tell me about a time when you worked with a person who did things very differently from you. What did you do? How did you prioritise?  Tell me about a time when you had too many things to do and you were required to prioritize your tasks.

you ever tried to change your work processes or workflows in order to make them more effective? me an example of when you showed initiative and took the lead. ha erre van szükség a probléma megoldásához kezdeményezô átveszi az irányító szerepét me an example of a time when you had to make a split second decision.3. Goal orientation Cél orientáltság Characteristics of the candidate… she/he realises opportunities and profits from them she/he is persistent felismeri és kihasználja a lehetôségeket kitartó she/he solves problems in order to reach his or her goal megoldja a cél elérése közben felmerülô akadályokat she/he sets goals céltudatos. prokativitás Characteristics of the candidate… she/he responds quickly she/he takes independent actions she/he goes above and beyond she/he shows initiative she/he takes the lead  Give  Give önállóan cselekszik a munkaköri leírásán túlmutatóan cselekszik. proactivity Kezdeményezôkészség. – minden jog fenntartva elfogadja mások eltérô attitûdjét magabiztosan kommunikál fenntartja a hallgatóság figyelmét érdeklôdô 6 . Initiating actions. 5.  Describe  Have gyorsan reagál a problémákra a situation when you had to go above and beyond the call of duty in order to get a job done. vannak céljai  Give an example of when your persistence had the biggest payoff. Communication and interpersonal skills Kommunikációs és interperszonális készségek Characteristics of the candidate… she/he respects the other’s attitude she/he speaks confidently she/he maintains listeners’ attention she/he shows interests © Manhattan Nyelvstúdió 2009.  Give me an example of a time when you had set a goal for yourself and tell me how you went about accomplishing it.  Describe a situation when have you motivated yourself to complete an assignment or task that you did not want to do?  Give me an example of a time when you tried to accomplish something and failed.  How have you most constructively dealt with disappointment and turned it into a learning experience? Please give me a concrete example in your life. 4.

 Who did you find the most difficult to work with and why?  Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). problem solving skills Analitikus gondolkodás. professor or other person.  Think about a difficult boss. tell me about a time you had to fire a friend. problémamegoldó készség Characteristics of the candidate… she/he understands issues she/he gathers and interprets information she/he chooses appropriate actions she/he develops preventive measures  Give megérti a problémák gyökerét összegyûjti és értelmezi a szükséges információkat megfelelôen cselekszik megelôzô lépéseket tesz me a specific example of a time when you used good judgment and logic in solving a problem.  Has it ever happened to you that the message you communicated lead to misunderstanding though you thought it was clear? What do you think the reason was? 6. What did you do?  Describe  Give a situation when you had to quickly adjust to a significant change in your department. – minden jog fenntartva 7 .  Describe a situation in which you effectively developed a solution to a problem by combining different perspectives or approaches. What made him or her difficult? How did you successfully interact with this person?  Summarize  Please a situation where you successfully persuaded others to do something or to see your point of view. What did you do? me a specific example of a time when you had to conform to a policy with which you did not agree. Analytical capability. © Manhattan Nyelvstúdió 2009.  Tell me about a recent problem you uncovered in your job. Adaptability Változásokhoz való alkalmazkodás képessége Characteristics of the candidate… she/he is eager to understand changes she/he approaches changes positively she/he adjusts the required behaviour megérti a változások okát pozitívan áll a változásokhoz a megfelelô viselkedési formát alkalmazza  Tell me about a situation when you had to learn something new in a short time.  Describe a time when you anticipated potential problems and developed preventive measures 7. How did you proceed?  Tell me about a time when you had to try a new approach to a task.

oral 5 self-management 3 flexibility 4 problem solving 5 Overall assessment: 4 very good communication skills.g. setting up deadline. – minden jog fenntartva 8 . typing in new data A: explained herself the importance of updated data. 3-satisfactory. a 1-5 scale.g.weak 3-satisfactory 4.V. dynamic personality Comments: candidate’s English should be improved.Értékelés minta Taking notes during the interview will help the hr person to be able to compare the numerous candidates. (1-excellent. VI.excellent Competence Evaluation adaptability 4 communication skills. open. 5-not assessable) A rating chart. Focusing on the STAR and documenting the relevant steps might be a useful technique. Example Rating Chart Name of the interviewer: Piroska Kiss Date of the interview: 30.for companies where advanced English isn’t recommended © Manhattan Nyelvstúdió 2009. Rating and evaluation .09. e.2009 Name of the interviewee: Krisztina Szabó Applied position: Receptionist Rating: 1. or a summary page at the end of the interview question sheet might come in handy during the selection for the next round of the interview. needed to move on to next steps. 2-very good. 4-weak. motivation: coffee break when task finished R: excel chart updated in 2 hours The evaluation can be numerical or written.not assessable 2. updating excel charts T: checking information.very good 5. or even for choosing the right applicants for the job. e. Describe a situation when you have motivated yourself to complete an assignment or task that you did not want to do? possible notes based on the applicant’s answer: S: boring task.

– minden jog fenntartva 9 .Bónusz kérdések a "hagyományos" állásinterjúhoz Although this booklet was written in order to provide useful language for behavioural interviews.  What are your strengths and weaknesses?  Describe  Why are you looking for a job? Why are leaving your current position?  What unique experience or qualifications separate you from other candidates?  Describe  What  What some of your most important career accomplishments.  Tell me about yourself.Traditional interview questions . are your salary requirements? are you interested in this position? Our company?  What would your former boss/colleagues say about you?  What are the best and worst aspects of your previous job?  What do you know about our company?  What motivates you? How do you motivate others?  Are  Do  Tell you willing to relocate? you plan to further your education? If so. Bonus questions . a time when you were faced with a challenging situation and how you handled it. a list of the most commonly used traditional interview questions might come in handy as well. are your short-term/long-term goals?  Describe  Why your ideal job and/or boss. to what extent? me about your greatest achievement and greatest disappointment?  What  Do constructive criticism have you received from employers? you prefer working independently or as part of a team?  What does success mean to you? How do you measure it?  What else do you think I should know about you? © Manhattan Nyelvstúdió 2009.VII.