Productivity Improvement

Employee Evaluation and Selection

Constructs for employee evaluation and selection questions

Construct 3 | Interpersonal skills and ability to sell self and ideas

Sensitivity

Actions that indicate a consideration for the feelings and needs of others.
(Some positions require individuals who take action based on an accurate appraisal of the feelings, skills, competencies, and needs of others. An accurate perception of how others see them is also important. This dimension is not to be contused with sympathy, which is how an individual feels about a person or situation. It is nearer the definition of empathy, but involves taking action on the insights, not just having insights.)

Leadership

Utilization of appropriate interpersonal skills and methods in guiding individuals (subordinates, peers, superiors) or groups toward task accomplishment.
(Some positions require individuals who can move others toward a goal. Generally, it is expected that these individuals must be able to adopt a style commensurate with the person and or situation. The focus is not only on the effect of the attempt to get people to change,, but also on the means employed to achieve these changes.)

Tenacity

Staying with a position or plan of action until the desired objective is achieved or is no longer reasonably attainable.
(Some positions require individuals who, when encountering obstacles, keep trying to achieve their goals. Tenacity is different from flexibility. Tenacity is quantitative (frequency of attempts), while the latter is qualitative (difference in attempts).

Sales ability / persuasiveness

Using appropriate interpersonal styles and methods of communication to gain agreement or acceptance of an idea, plan activity, or product from clientele.
(Some positions require persuasiveness not only for sales work, but also for managerial jobs. This dimension differs from oral presentation skills in it emphasis on gaining commitment or acceptance. The means by which a person uses data or arguments, trial closes, and other selling techniques would be considered here.)

Impact

Creating a good first impression, commanding attention and respect, showing an air of confidence.

Rapport building

Initial and continuing impact. The ability to meet people easily and to be liked; to get along well with people and to put them at ease; and to quickly build rapport through proactive development of close relationships.

Behavioral flexibility

Modifying behavior to reach a goal.

Staff leadership

Influence others and direct them toward a goal without reliance on authority or position.

Negotiation

Communication data or arguments in a manner that gains agreement or acceptance.

Adaptability

Maintaining effectiveness in varying environments and with varying tasks, responsibilities, or people.

Independence

Taking actions in which the dominant influence is ones own convictions rather than the influence of others opinions.

Resilience

Handling disappointment and or rejection while maintaining effectiveness.

In the next section, the use to which these constructs are put to in the selection process, prior to compiling job interview questions for each and for particular jobs, profile analysis, is explained.

Next | Profile analysis