[One Winged Angel]

One of my masters courses involves establishing a recruitment/screening/selection plan for a local business, including what questions will be asked/any tests given during the interviewing process and corresponding evaluation frameworks...noticed that a ton of businesses around here have the propensity to lean towards behavioural based interviewing, which I personally can't stand because some of these questions aren't applicable to any prior positions a candidate has worked in, and your best bet is to provide the most relevant example possible (which sometimes isn't relevant whatsoever pending on specificity within the question) or create some fictitious example on the spot (which won't end well for a majority of people). It blows because you can't ever say 'I've never encountered something like that before', even if you truly haven't and would otherwise have been an excellent candidate for the job. Relevant work experience is a large factor in determining whether or not a candidate has the knowledge and skills required to perform the job duties in question, but interviews structured solely around these types of questions almost completely negate all other factors that should be considered.

Also mass grats choof.