Competency Based Interviewing_Howery.docx

What are this persons strongest leadership attributes

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What are this person’s strongest leadership attributes? This question is necessary, relevant but not sufficient for the assessment of leadership competency. Although, the interviewer is given a chance to explain why he has chosen a certain leader as his role model, the issue of pointing out the leadership attributes of the selected leader would be debatable. Furthermore, this would not give an objective assessment of the interviewee because he could have highlighted some of good leadership attributes in a leader and connect them with his admired leader. In addition, outlining the leadership attributes of his admired leader would not necessarily imply that the interviewee actually possesses the same leadership qualities as the interviewee would tend to assume. Though it shows the kind of attributes the interviewee would want in a good leader, it simply does not reflect the kind of a leader the interviewee is. What leadership style would you favor between autocratic and democratic? Can you tell us why? This question would help the interviewer in his assessment of whether or not the interviewee is conversant with the kind of leadership styles that are practiced in various organizations by different leaders or managers[Cha15]. The response to this question would clearly depict the extent to which the potential manager understands the concept of leadership without necessarily requiring the interviewee to highlight the different styles of leadership which would appear more academic. Again, the reaction to this question would undoubtedly reveal the type of a leader or manager the interviewee would be if recruited. This would form a good basis for the assessment of interviewee as far as leadership competency is concerned. Assuming a case of insubordination has been brought to you against one of the employees, how would you handle it? In this question, the potential manager is expected to talk about issues like procedural investigation, probation, rules and regulation, authority, disciplinary action, penalties, punishment, lawful and unlawful dismissal, employment act, employer-employee relationship among other issues pertaining to insubordination[Cha15]. There is where the interviewer will have a chance of practically dealing with an issue that concerns a major decision. The interviewer will have a chance to assess the leadership
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COMPETENCY BASED INTERVIEWING 8 qualities based on the way the manager will address the aforementioned issues.
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COMPETENCY BASED INTERVIEWING 9 Competency Interview Question Critique of Question Two Alternative Questions Risk Taking Do you think it is acceptable to break the rules? This is a question that demands a yes or no answer. This is not the kind of question you would ask an interviewee especially a potential manager. To measure risk taking competency, the interviewee should be assessed on whether or not he understands the importance of rules in an organization, the repercussions of breaking such rules, the process of making the rules and the legal implications if the organization breaks rules. The manager is supposed to enforce the rules by making sure that the employees are aware of them, their importance and the consequences of breaking them. Therefore, the question posed here cannot fully
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