Proposal – Methodology to measure employability
The measure of the capacity of an employee to perform a job function is called employability. In order to measure employability in a systemic manner, a job description is usually readied in the first place. Employability is then measured through an evaluation, usually by way of an interview. The detailed steps typically include the following: * Conduct a job analysis by asking incumbents to complete a questionnaire or through one-on-one interviews. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs. * Using the results of the job analysis, develop a job description. This can be developed after carefully analyzing the input from the questionnaire / interview and converting it to standard competencies. * The competencies of the respective job description become factors for assessment on the employability. * Basis the job description, interview questions can be formulated to assess the employability of the candidate for the role. This document proposes the use of the interview technique to assess the employability of the interviewee. Interview questions:
* Which change of job did you find the most difficult to make? * Tell us about the biggest change that you have had to deal with. How did you cope with it? * Tell us about a situation where your communication skills made a difference to a situation? * Describe a time when you had to win someone over, who was reluctant or unresponsive. * Describe a situation where you had to explain something complex to a colleague or a client. Which problems did you encounter and how did you deal with them? * What is the worst communication situation that you have experienced? * How do you prepare for an important meeting?
* Tell us about a situation when you failed to communicate appropriately. * Demonstrate how you vary your communication approach according to the audience that you are addressing. * Describe a situation when you had to communicate a message to someone, knowing that you were right and that they were wrong and reluctant to accept your point of view. * Give us an example where your listening skills proved crucial to an outcome. * Tell us about a time when you were asked to summarise complex points. * Tell us about a time when you had trouble remaining focussed on your audience. How did you handle this? * What place does empathy play in your work? Give an example where you needed to show empathy? * Describe a situation where you had to deal with an angry customer. * What type of writing have you done? Give examples? What makes you think that you are good at it? * How do you feel writing a report differs from preparing an oral presentation? * What positive and negative feedback have you received about your writing skills? Give an example where one of your reports was criticised. * How do you plan the writing of a report?
* Tell us about a time when you felt that conflict or differences were a positive driving force in your organisation. How did handle the conflict to optimise its benefit? * Tell us about a time when you had to deal with a conflict within your team. * Tell us about a situation where conflict led to a negative outcome. How did you handle the situation and what did you learn from it? * Give us an example where you were unable to deal with a difficult member of your team. * Tell us about a project or situation where you felt that the conventional approach would not be suitable. How did you derive and manage a new approach? Which challenges did you face and how did you address them? * Tell us about a situation where you trusted your team to derive a new approach to an old problem. How did you manage the process? * Tell us about a time when you had to convince a senior colleague that change was necessary. What made you think that your new...
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