TABLE OF CONTENTS This is an extract from the interviewer's guidebook to help determine the level of competence of an applicant in the area of ' working effectively with others'.
Firstly, here is a list of indicators against the competence:
| Evidence for | Evidence against |
|---|---|
| Builds rapport with others and tries to resolve conflict with tack | Poor relationships with others |
| Remains calm and courteous when handling differences with others | Easily ruffled or abrasive when handling differences with others |
| Helps others with their work | Little knowledge of colleagues' work |
| Sensitive to others' needs | Insensitive to others' needs |
| Willing to cover for others | Keeps information to self |
| Shares information with people | Does not inform manager of problems/progress |
| Follows managers' instructions willingly | |
| Knows when to tackle directly or ask someone else | Poor judgment on when to ask for someone else's advice |
| Puts forward ideas | Puts forward few (if any) ideas |
Here are the questions that will help you to judge the candidate's competence:
Opening question:
On your application form, you wrote about a time when you had to work in a group or team and what you did to keep up good relationships within the group. Can you tell me about another time when you had to work in a group or team? If candidates cannot think of another example, probe on the one they gave on the application form:
What did you do to keep up co-operation and good relationships?
What problems or difficulties did you...
