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Clients / Customers

Clients / Customers
One thing you can be sure of when working with YC India is that our team of consultants has all come to the organization with service industry backgrounds and a wealth of work experience, including staff management and recruitment, to their credit. They have all been in your shoes and really do understand the pressures upon you - which is why you'll find it's like a breath of fresh air when talking to us and why our clients come back to YC India every time when they are seeking new members of staff or looking for the right caliber people and why candidates recommend us to friends and colleagues time and time again.
Behavioural interview
It is a common type of job interview in the modern workplace. In this sort of interview, interviewers tend to bring out questions about general situations where the candidate is asked to describe how he or she handled a specific problem. The conduct of the Behavioural interview and its Behavioural questions are important tools to appraise the possible performance level of candidate since the most accurate predictor of an individual's future performance is his or her past performance in a similar situation.
Behavioural interview questions can be described:
As probing questions of past experiences of a candidate in a given conflict environment. The Candidate is then asked to describe the situation, how he or she handled the conflict, and what the Final outcome was.
Situational and/or Task-Oriented questions:
What actions have been taken and what were the results and the outcome of these actions?
The interviewer will ask a series of questions which typically have straight-forward answers. Questions like "What are your strengths and weaknesses?" or "What major challenges and Problems did you face? How did you handle them?" or "Describe a typical work week" are some of the most commonly asked. In a behavioural interview, an employer has already drafted out the Skills those are necessary for a person to possess to be effective in handling the job. The goal then of the interview is to find out if the candidate has those skills. Knowing how the candidate acted Upon a given situation can help employers predict how well the candidate might perform in a Particular job.
Task oriented questions
Adaptability: "Learn to adjust yourself to the conditions you have to endure,
but make a point of trying to alter or correct conditions
so that they are most favourable to you."
Attitude: Attitudes reflect a tendency to classify objects and events and to react to them with some consistency. Attitudes are not directly observable but rather are inferred from the objective, evaluative responses a person makes. Thus, investigators depend heavily on behavioural indicators of attitudes what people say and how they respond to questionnaires.
Confidence: "One who has lost confidence can lose nothing more."
Conflict: An overt struggle between individuals or groups. Conflict occurs whenever the action of one person or a group prevents, obstructs, or interferes with the goal achievement or action of another person.
Communication: Communication is much more than words going from one person's mouth to another's ear. In addition to the words, messages are transferred by the tone and quality of voice, eye contact, physical closeness, visual cues, and overall body language.
Analytical Skills: If you describe someone as analytical, it means the person is always thinking about things - analyzing, pondering, etc. A person who is analytical will have all of the facts about something before acting on it.
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