Teacher:

Mariana Rivera Pérez

“Level 4”

Team:
Ximena Mancera Gómez
Mauricio Alvarez Rodríguez
Victor Manuel Lozano Galindo
José Salvador Fernández Vega
Sandra Paola Piña Mora
Introduction

Although it is known, we human beings must prepare ourselves for anything that is
being presented to us. That is why in this course it is important to prepare
ourselves and be informed.

If we want to stay in a good job, we must learn and know the techniques that will
help us achieve our goals and know how to use them at our convenience and know
how to manipulate them.

We must know about the company, we must be passionate and enjoy what we do,
always be happy and be clear about what we want, and we must fight for your
dream and passion, that is why there are very good methods that will help us
achieve our goal and be satisfied with our achievement.

Body:
First What is a competency based interview?
The interviewer has a list of set questions, each focusing on a specific skill, and your
answers will be compared against predetermined criteria and marked accordingly
Working on the principle that past behavior is the best indicator of future
performance, competency interviews can be used by employers across all sectors
but are particularly favored by large graduate recruiters, who may use them as part
of an assessment center.
They differ from normal or unstructured interviews, which tend to be more informal.
In unstructured interviews recruiters often ask a set of random, open-ended
questions relevant to the job, such as 'what can you do for the company?' and 'why
did you apply for the job?' to get an overall impression of who you are. A competency-
based interview is more systematic and each question targets a skill needed for the
job.

Key competencies regularly sought after by employers include:

 adaptability
 commercial awareness
 communication
 conflict resolution
 decisiveness
 independence
 flexibility
 leadership
 problem solving
 organisation
 resilience
 teamwork.
The goal of an interview is to determine whether the candidate will
be outstanding in the job, and that means evaluating the skills and attitude
required for that job.
If you're the candidate, talk about why you took certain jobs. Explain why you left.
Next based to the information for the principal question in interviews and
techniques for the interviewer

S.T.A.R
 Service: Describe the context within which you performed a job or faced a
challenge at work. For example, perhaps you were working on a group
project, or you had a conflict with a coworker. This situation can be drawn
from a work experience, a volunteer position, or any other relevant event
 Task: The task describes your responsibility in that situation. Perhaps you
had to help your group complete a project within a tight deadline, resolve a
conflict with a coworker, etc.
 Action: The action describes how you completed the task or endeavored to
meet the challenge. Focus on what you did, rather than what your team,
boss, or coworker did
 Results: Here the result explains the outcomes or results generated by the
action taken
The last one other principal technical is C.A.R
 Context: This is about describing a situation and setting the scene for a
relevant example from your past
 Action: Is about explaining what action you took. Be really specific taking in
count the context
 Result: Is about detailing the outcome of your action. Offer specific facts
relating to the result

Conclusion:

We can conclude that the interviewers serve to identify good elements to form a work
team and above all to identify the elements that they want to identify to give you the
job, such as the techniques used and we are prepared to face a good job interview
at any time. circumstance and above all to identify possible great answers.

By using these two methods, a great filter is created for candidates who aspire to a
job vacancy, allowing them to detect the best candidates who are more prepared
and suitable to perform a job.