Base your interview questions on the Position Description and the most relevant
Units of Competency. When you ask a question about the interviewee’s competency
you will be seeking information that describes:
- The context in which they demonstrated competency. This would include the
type of work situation, who they were relating to and what was happening.
- What they did. This does not need to be a ‘perfect’ answer.
An interviewee may talk about a situation they may not have handled as well
as they would have liked. The only important thing to look for is whether
they understand how they could do things differently.
- What were the results of their actions? You will be looking for an understanding
of the impact the interviewees actions had on the person they are providing
support to and /or their colleagues.
Behavioural questions can be framed positively or negatively. For example:
- Tell us about a situation where you had to consider another person’s
point of view when making a decision? How did you find out what their perspective
was? What did you consider when making the decision?
OR
- Can you tell us about a situation where you had difficulty understanding
another person’s point of view or found it hard to relate to their perspective?
How did you handle that situation?
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