A quality describes behavioral or competency-based criteria logically associated with the successful accomplishment of important tasks/responsibilities in a particular job. Required technical skills are sometimes found on the job description. Further job analysis should be completed to identify the qualities not noted on a job description. Some qualities can be technical as well as personal. The following list is not intended to be all-inclusive.
Can be general or very specific to each job.
- Computer competent
- Customer focused
- Detail oriented
- Good phone etiquette
- Manage multiple tasks
- Mechanical aptitude
- Planning ability Sets and follows a course of action to accomplish goals.
- Project management skills
- Quality focused
- Excel spreadsheet Intermediate level
- Licensed electrician
- Programs CNC machines
- Read/interpret blueprints
- Attention to detail
- Decisive--Makes decisions, renders judgment, takes action.
- Impact--Good first impression, confidence, commanding respect.
- Independent/self- motivated
- Leadership--Utilizes skills and methods to develop and guide direct reports towards goals. Good delegation to and utilization of direct reports.
- Oral Communication--Individual and group situations.
- Persuasive--Obtains agreement, cooperation, or acceptance with or without authority.
- Presentation skills
- Problem solver
- Sensitive to organizational objectives--Sees the bigger picture and /or overall impact and implication of decisions.
- Team player
- Written communication--clear expression in writing
- Flexible--Able to adapt or modify behavior to reach a goal.
- Good judgment--Makes quality decisions based on logic and factual information.
- Initiative/Drive--Takes action to achieve goals. A self-starter.
- Quick learner
- Tenacious--Stays with a plan of action until completed or it is no longer attainable.
- Tolerates stress--Stable performance under pressure.
"More Than a Gut Feeling"
- Plan the interview.
- Thoroughly review job requirements.
- Ask what skills are important for good performance on the job.
- Create your interview plan.
- Formulate job-related questions that will help the interviewee give behavioral examples.
- Write your questions out so that you will ensure to cover all main points in the interview.
- Arrange for an interview environment.
- Be sure that there are no interruptions.
- See that the interviewee is comfortable.
- Plan for enough time--one hour is desirable.
- Conduct the interview.
- Use rapport-building questions.
- Ask open-ended questions.
- Allow silence.
- Seek disconfirming evidence.
- Control the interview.
- Gain behavioral examples.
- Use intuition to help you ask better questions.
- Validate or disconfirm your "gut feelings."
- Protect other people from your hidden biases or prejudices.
- Rate skills.
- One behavioral example may provide evidence for or against several different skills.
- No one is absolutely perfect and no one is absolutely bad!
- Ask yourself if you have enough information to do a good rating and allow for unmeasured skills.