Intro -- Title -- Copyright -- Contents -- Foreword -- Acknowledgments -- Introduction -- CHAPTER 1 Interviewing: The Way It Is (Warts and All) -- Traditional Interview Questions -- Situational Interview Questions -- Brainteaser Interview Questions -- Stepping Back to the Big Picture -- CHAPTER 2 The What, When, and Why of Competency-Based Behavioral Interviewing -- What Is Competency-Based Behavioral Interviewing? -- How is CBBI Different from Other Interviewing Styles? -- Moving to CBBI -- Objections to CBBI -- Why Use Competency-Based Behavioral Interviewing? -- Key Advantages of Using CBBI -- CHAPTER 3 Competency-Based Behavioral Interview Questions -- The Missing "Leadership" Competency -- Soliciting Negative Incidents -- Sample CBBI Questions: -- Action Orientation -- Ambiguity (Ability to Deal With) -- Analytical Skills -- Approachability -- Business Acumen/Understanding the Organization -- Career Ambition -- Caring About Direct Reports -- Change Management -- Comfort Around Higher Management -- Communication (Oral) -- Communication (Written) -- Compassion -- Composure -- Conflict Management -- Confronting Direct Report Problems/Issues/Concerns -- Continuous Improvement -- Cooperation -- Courage -- Creativity/Innovation -- Customer Focus -- Decision Making -- Delegation -- Detail Orientation/Attention to Detail -- Developing Direct Reports -- (Providing) Direction to Others -- Diversity (Valuing and Encouraging) -- Emotional Intelligence/Awareness -- Empowerment -- Ethics/Values/Integrity -- Fairness to Direct Reports -- Flexibility/Adaptability -- Functional/Technical/Job Skills -- Goal Setting/Accomplishment/Focus -- Hiring/Staffing -- (Using) Humor -- Influencing/Persuading -- Information Gathering -- Information Sharing -- Initiative -- Interpersonal Skills/Savvy -- Learning/Knowledge Acquisition and Application -- Listening.

Manager Relationships -- Managing and Measuring Work Performance -- Motivation -- Negotiation -- Organization -- Organizational Agility/Awareness -- Partnering (Internal/External) -- Patience -- Peer Relations -- Perseverance -- Personal Growth and Development -- Perspective -- Planning/Priority Setting -- Political Awareness/Savvy -- Presentation Skills -- Problem Solving -- Process Management -- Resource Management -- (Showing) Respect -- Results Orientation -- Risk Taking -- Safety in the Workplace -- Self-Improvement, Learning, and Development -- Stewardship/Corporate Citizenship -- Strategic Planning/Thinking -- Stress Management -- Systems Management -- Systems Thinking -- Taking Charge -- Teamwork (Encouraging and Building) -- Teamwork (Working as a Team Player) -- Technology Management/Utilization -- Time Management -- Trust -- Understanding Others -- Vision and Purpose -- CHAPTER 4 Probing or Follow-Up Questions -- CHAPTER 5 Initial Telephone Screening Interview -- 1. Developing and Using a Telephone Screening Form -- 2. Keeping the Interview Short -- 3. Avoiding an In-Depth Discussion of the Job Requirements -- 4. Conducting a Legal Interview -- 5. Using the Proper Equipment -- CHAPTER 6 Creating the Interview Guide -- 1. Summary/Overview -- 2. CBBI Questions -- 3. Rating Scales -- CHAPTER 7 Assembling the Interviewer Data -- CHAPTER 8 Where Do You Go from Here? -- Performance Management -- Individual Performance Improvement Plans -- Training and Development -- Succession Planning -- Resources and References -- Index.

High-Impact Interview Questions saves you both time and effort. The book contains 701 questions you'll be able to use or adapt for your own needs, matched to 62 in-demand skills such as customer focus, motivation, initiative, adaptability, teamwork, and more. It allows you to move immediately to the particular skills you want to measure, and quickly find just the right tough but necessary questions to ask during an interview.

Description based on publisher supplied metadata and other sources.

Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2018. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.