The selection interview: why use competency based interviews?

dc.contributor.advisorGargan, Desen
dc.contributor.authorO'Neill, Siobhanen
dc.date.accessioned2014-09-12T12:26:03Z
dc.date.available2014-09-12T12:26:03Z
dc.date.issued2001
dc.description.abstractIn this dissertation I have looked at the area of selection techniques. I have split the literature review into two separate parts, firstly dealing with the concept of unstructured interviews and secondly the concept of competency based interviews. The aim of this report is to explain the differences between unstructured interviews and competency based interviews. The differences outlined reflect the benefits of competency based interviews. The research is based mainly on Microsoft Ireland. The primary research in this report is based on qualitative naturalistically obtained data. As the research is not quantitative this report does not contain graphs or piecharts. What it does contain are opinions and beliefs of Microsoft Managers. It explains how and why competency based interviews were introduced and how they are benefiting Microsoft.en
dc.identifier.citationO'Neill, S. (2001). The selection interview: why use competency based interviews? Bachelors Final Year Project, Dublin Business School.en
dc.identifier.urihttp://hdl.handle.net/10788/1998
dc.language.isoenen
dc.publisherDublin Business Schoolen
dc.rightsItems in eSource are protected by copyright. Previously published items are made available in accordance with the copyright policy of the publisher/copyright holder.en
dc.rights.holderCopyright: The authoren
dc.rights.urihttp://esource.dbs.ie/copyright
dc.subjectPersonnel managementen
dc.subjectBusiness communicationen
dc.titleThe selection interview: why use competency based interviews?en
dc.typeFinal Year Projecten
dc.type.degreelevelBA (Hons)en
dc.type.degreenameBA (Hons) in Human Resource Managementen
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