Performance Indicators Used During A Job Interview

It is common and pragmatic (for companies) to use the following three attributes to define the three-legged stool to assess performance potential.

• Attitude
• This attribute is extremely important as it underpins how you approach life in general and how you react to situations (remember the only thing you have absolute control of is your own reaction). With that being said, react in a way that is positive to challenging questions as a negative reaction will not play well in the interviewing process.
• Assessing this attribute is the core the MBI method. If a organization is utilizing the MBI method, then the organization fundamentally believes that attitude is an attribute that is more challenging to acquire/change than the other two attributes, as the other two attributes can be taught or learned.
• Knowledge/Skills
• In the earlier stages of a career, this attribute is developed typically through formal educational training (i.e. college, trade schools, etc.). Hence will be limited to mostly theoretical (and lacking pratical) due to experince level.
• Experience
• In the earilier stages of a career, this attribute is under developed due to the nature of starting a new path in life.

During the interviewing period, these three attributes will evaluated by:

• Interview questions - These are covered in detail in Stages 2 and 3 on Interviewing123.
• Personality/aptitude tests - These will be covered below.

Personality/aptitude tests are a way to evaluate your:

1. Personality and how you react in certain situations.
2. Your ability to successfully accomplish certain things (pertaining to the job that you are interviewing).

In addition, these tests will be evaluated against your interview questions to root out any inconsisencies that need further investigation during the intervewing process to generate a high level of confidence in your abilities prior to conclusion of the interviewing process.