Behavior Focused Interviewing
Name
Vrije Universiteit Amsterdam
Author Note
Student number:
Tutor's name: Koen Hageraats
Group number: 11
Name of the course: Psychological Interview Skills I I
Filing date: 19 January, 2024
, Chapter 1: My Goals
Two important future learning objectives are highlighted in my assessments from my recent
final report. First, the goal is to enhance interviewing skills by improving and broadening methods to
get more perceptive answers. The second area of focus is on improving Nonverbal Expression, with a
focus on the significance of developing nonverbal communication techniques including body language,
tone of voice, and facial expressions.
My current learning goal is to improve my questioning techniques. I realize I use closed-ended
or leading inquiries too often, which might restrict discussion depth. I observed a tendency to ask "yes"
or "no" questions in a recent interview. In the future, my objective is to develop inquiry techniques that
effectively combine closed-ended and open-ended explorations. To do this, I want to learn and practice
a variety of open-ended question formats, such as reflective, follow-up, and probing inquiries. The last
assessment criterion is the interviewees' replies, ensuring that the questions improve knowledge of their
viewpoints.
Chapter 2: Myself as a behavior focused interviewer
I began the interview by welcoming the candidate and providing an overview of our company,
emphasizing its values and objectives. After that, I looked further into the applicant's academic
background, examining how their psychology coursework matched the demands of the HR post they
were seeking. The topic of their reasons for wanting to work in HR came up next.
I concentrated on two important areas to apply the STAR approach to evaluate competencies.
To begin with, I asked the applicant to describe a particular situation in which they had excellent
communication skills. I asked some further questions about the situation and its results after the
applicant gave a thorough answer that outlined the context. We then spoke about working as a team,
and the difficulties and responsibilities in a group environment. Once again, I used the STAR approach
to describe the applicants' experiences and to understand that they could handle issues related to
responsibility and produce favorable results.
At the end of the interview, the candidate was sincerely thanked for their time and insights. I
invited them to ask any questions they may have about the role or the company as a whole. The
interview proceeded in a coherent and organized manner overall, covering important facets of the
candidate's experience, drive, and skills.
Name
Vrije Universiteit Amsterdam
Author Note
Student number:
Tutor's name: Koen Hageraats
Group number: 11
Name of the course: Psychological Interview Skills I I
Filing date: 19 January, 2024
, Chapter 1: My Goals
Two important future learning objectives are highlighted in my assessments from my recent
final report. First, the goal is to enhance interviewing skills by improving and broadening methods to
get more perceptive answers. The second area of focus is on improving Nonverbal Expression, with a
focus on the significance of developing nonverbal communication techniques including body language,
tone of voice, and facial expressions.
My current learning goal is to improve my questioning techniques. I realize I use closed-ended
or leading inquiries too often, which might restrict discussion depth. I observed a tendency to ask "yes"
or "no" questions in a recent interview. In the future, my objective is to develop inquiry techniques that
effectively combine closed-ended and open-ended explorations. To do this, I want to learn and practice
a variety of open-ended question formats, such as reflective, follow-up, and probing inquiries. The last
assessment criterion is the interviewees' replies, ensuring that the questions improve knowledge of their
viewpoints.
Chapter 2: Myself as a behavior focused interviewer
I began the interview by welcoming the candidate and providing an overview of our company,
emphasizing its values and objectives. After that, I looked further into the applicant's academic
background, examining how their psychology coursework matched the demands of the HR post they
were seeking. The topic of their reasons for wanting to work in HR came up next.
I concentrated on two important areas to apply the STAR approach to evaluate competencies.
To begin with, I asked the applicant to describe a particular situation in which they had excellent
communication skills. I asked some further questions about the situation and its results after the
applicant gave a thorough answer that outlined the context. We then spoke about working as a team,
and the difficulties and responsibilities in a group environment. Once again, I used the STAR approach
to describe the applicants' experiences and to understand that they could handle issues related to
responsibility and produce favorable results.
At the end of the interview, the candidate was sincerely thanked for their time and insights. I
invited them to ask any questions they may have about the role or the company as a whole. The
interview proceeded in a coherent and organized manner overall, covering important facets of the
candidate's experience, drive, and skills.
