There are numerous tools to assist you in developing job descriptions. Examples of such tools are SHL Work Profiling (www.shlusa.com) and WorkKeys (www.workkeys.com). Of primary importance is identifying the primary and secondary functions of a job. Job profiling processes allow you to gather information about the job from employees who do the work, subject-matter experts, supervisors, etc. The ensuing dialogue can be extremely rewarding and a job description can truly be tailored as leverage for individual, departmental, and organizational success.
Relative to hiring new employees (employee selection), what is "behavioral interviewing" and how is it different from a traditional interview?
Behavioral interviews are more focused on the jobs you have previously done and how you accomplished certain things in that job. The traditional interview is to gain information about you as a person; the behavioral interview is to gain information about you as a worker.
Behavioral interviews are based on the requirements of the job being filled. Those questions asked are those ...
The solution compares behavioral and traditional interviewing.