7. Types of Listening PASSIVE PROJECTIVE MARGINAL ACTIVE The physical presence but mental absence of the listener can be defined as passive listening or hearing. All that is being said is being heard but not really absorbed. The respondent erects a barrier through which he allows information to seep only in bits and pieces. As a result partial or marginal information can be retrieved if the situation demands or the need so arises. In projective listening the responses of the receiver are in a state of ‘restful alertness’. While listening, the receiver tries to view and absorb the contents of the presentation within his own frame of reference This is the most effective form of listening. The receiver absorbs all that is being said and also makes an attempt to verify all that he has been listening to.
8.
9.
10. Interviewing Questions LEADING BEHAVIORAL THEORETICAL Leading questions prompt candidates to give the answer they think you want to hear. They are worded in a way that hints at a "correct response," encouraging the candidate to make that response. A behavioral question is one that requires the candidate to respond by citing some specific experience, event or situation that he/she has been a part of. The responses to such questions offer insights about the candidate’s attitude, values, beliefs etc that might otherwise be difficult to assess. A theoretical question asks candidates for theories, opinions, or general actions-what they think about a topic or situation or what they would do or usually do -not what they actually did in a specific situation. Typically they result in idealistic responses
12. Competency Competency Based Interviews Competency can be described as “a cluster of related knowledge, skills and attitudes that affect a major part of one’s job (a role or a responsibility), that correlate with performance on the job, that can be measured against a well accepted standard and that can be improved through learning methodologies” Behavioural interviews or competency-based interviews are based on the idea that past behaviour is the best predictor of future behaviour. In these interviews the interviewer seeks specific examples of when and how the candidate demonstrated a particular behaviour.
![Fundamentals of Interviewing ,[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)