{"id":1160,"date":"2016-01-16T18:37:50","date_gmt":"2016-01-16T18:37:50","guid":{"rendered":"http:\/\/psicopico.com\/?p=1160"},"modified":"2020-04-14T18:06:24","modified_gmt":"2020-04-14T17:06:24","slug":"la-entrevista-incidentes-criticos-i","status":"publish","type":"post","link":"https:\/\/psicopico.com\/gl\/la-entrevista-incidentes-criticos-i\/","title":{"rendered":"A entrevista de incidentes cr\u00edticos (I)"},"content":{"rendered":"As empresas cambian constantemente polo que non s\u00f3 \u00e9 importante estar preparados para realizar un determinado traballo sen\u00f3n de ter o potencial suficiente para o desenvolvemento doutras futuras tarefas, de adaptarse \u00e1s necesidades vindeiras. \u00c9 por isto que nos procesos de selecci\u00f3n imos atopar con entrevistas de traballo por competencias que melloren a obxectividade, fiabilidade e validez das entrevistas convencionais.<\/p>\n<p>Este tipo de entrevistas adoitan ter un car\u00e1cter semiestructurado, de maneira que se obte\u00f1an exemplos conductuales da aspectos laborais e persoais do entrevistado para predicir un comportamento futuro como traballador.<\/p>\n<p>Algunhas das competencias xen\u00e9ricas que se tratar\u00e1n de avaliar son:<\/p>\n<div class=\"mks_col \">\n<div class=\"mks_one_half \">\n<ul>\n<li>Adaptaci\u00f3n ao cambio<\/li>\n<li>Creatividade e innovaci\u00f3n<\/li>\n<li>Traballo en equipo<\/li>\n<li>Visi\u00f3n de futuro<\/li>\n<li>Responsabilidade<\/li>\n<li>Lealdade e sentido de pertenza<\/li>\n<\/ul>\n<\/div>\n<div class=\"mks_one_half \">\n<ul>\n<li>Capacidade de aprender<\/li>\n<li>Orientaci\u00f3n ao cliente<\/li>\n<li>Persistencia<\/li>\n<li>Flexibilidade<\/li>\n<li>B\u00fasqueda da excelencia<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<h4>A entrevista de incidentes cr\u00edticos<\/h4>\n<p>Para lograr reunir a informaci\u00f3n sobre competencias requiridas para un determinado posto de traballo existen diferentes ferramentas como o Assessment Center ou os cuestionarios de autoevaluaci\u00f3n. Neste caso analizaremos outro m\u00e9todo: a entrevista de incidentes cr\u00edticos.<\/p>\n<p>Esta entrevista \u00e9 moi utilizada para identificar as condutas que indicar\u00e1n se posu\u00edmos as competencias que desexamos avaliar.<\/p>\n<h4><strong>\u00bfQu\u00e9 busca o\u00a0entrevistador?<\/strong><\/h4>\n<ol>\n<li>Predecir que a persoa demostrar\u00e1 as competencias requeridas.<\/li>\n<li>Evidenciar que a persoa demostrou ditas competencias\u00a0no\u00a0pasado.<\/li>\n<li>Co\u00f1ecer que\u00a0\u00e9 o que o\u00a0entrevistado fixo, dixo, pensou e sentiu durante a resoluci\u00f3n do incidente<\/li>\n<li>Como actuou o entrevistado: sua conducta.<\/li>\n<li>Cales son as motivaciones do entrevistado.<\/li>\n<\/ol>\n<p><strong>Consideraciones<\/strong> a tener en conta\u00a0antes da entrevista:<\/p>\n<ol>\n<li>Co\u00f1ecer a organizaci\u00f3n.<\/li>\n<li>Co\u00f1ecer as funci\u00f3ns do traballo a evaluar.<\/li>\n<li>Identificar incidentes cr\u00edticos do posto de traballo.<\/li>\n<li>Analizar e identificar as competencias requeridas.<\/li>\n<li>Instaurar uns indicadores conductuales de ditas competencias.<\/li>\n<li>Expresar as competencias operacionalmente para podelas evaluar.<\/li>\n<li>Estructurar a entrevista de traballo en situaci\u00f3ns concretas e a suas claves para podelas evaluar.<\/li>\n<\/ol>\n<h4>Fases da entrevista de incidentes cr\u00edticos:<\/h4>\n<p>1. Acollida |\u00a02. Desenvolvemento |\u00a03. Peche.<\/p>\n<h5>1. Acollida<\/h5>\n<p>Se \u00a0intentar\u00e1 crear un clima emp\u00e1tico y de confianza para relajar al entrevistado creando un v\u00ednculo de cercan\u00eda. Se dar\u00e1 la<strong> bienvenida al entrevistado <\/strong>de forma amena rompiendo el hielo con frases amenas como:<\/p>\n<p style=\"text-align: center;\"><span style=\"color: #808080;\"><em>\u00bfQu\u00e9 tal ha llegado? |\u00a0<\/em><em>\u00bfEsperaba nuestra llamada? | Gracias por asistir a esta entrevista<\/em><\/span><\/p>\n<p style=\"text-align: left;\">Lo siguiente ser\u00e1 realizar una breve explicaci\u00f3n de lo que se va a hacer en la entrevista. Ser\u00eda algo as\u00ed como:<\/p>\n<p style=\"text-align: justify;\"><span style=\"color: #808080;\"><em>Bueno X\u00a0<\/em><span style=\"color: #000000;\">(siempre se ha de indicar el <strong>nombre<\/strong> de la persona)<\/span><em>, le cuento en qu\u00e9 consistir\u00e1n los pr\u00f3ximos 30 minutos <\/em>(indicaremos el <span style=\"color: #000000;\"><strong>tiempo<\/strong> <\/span>para que el entrevistado se adapte mejor a la situaci\u00f3n)<em>. Primeramente, veremos sus datos personales para conocerlo mejor y veremos su formaci\u00f3n acad\u00e9mica y perspectivas de futuro. Posteriormente analizaremos su experiencia profesional y le preguntar\u00e9 por situaciones concretas que probablemente le hayan sucedido en su d\u00eda a d\u00eda como profesional o podr\u00edan sucederle en un futuro. Por favor, conteste a estas preguntas siempre en <span style=\"color: #000000;\"><strong>primera persona<\/strong><\/span> y como si le hubiesen ocurrido ayer. \u00a0Le pido permiso para poder <span style=\"color: #000000;\"><strong>tomar notas<\/strong> <\/span>durante la entrevista que ser\u00e1n siempre de<span style=\"color: #000000;\"><strong> car\u00e1cter confidencial<\/strong><\/span> al igual que sus datos personales.\u00a0<\/em><\/span><\/p>\n<p style=\"text-align: justify;\">Antes de comenzar la siguientes fase hay que asegurarse de que el entrevistado <strong>no tiene dudas.<\/strong><\/p>\n<p style=\"text-align: center;\"><span style=\"color: #808080;\"><em>\u00bfLe ha quedado claro el procedimiento? | \u00bfEst\u00e1 preparado para empezar?\u00a0<\/em><\/span><\/p>\n<h5 style=\"text-align: left;\"><strong>2. Desenvolvemento<\/strong><\/h5>\n<p>Tentarase crear un clima emp\u00e1tico e de confianza para relaxar ao entrevistado creando un v\u00ednculo de proximidade. Darase a benvida ao entrevistado de forma amena rompendo o xeo con frases amenas como:<\/p>\n<p>Que tal chegou? | Esperaba a nosa chamada? | Grazas por asistir a esta entrevista<\/p>\n<p>O seguinte ser\u00e1 realizar unha breve explicaci\u00f3n do que se vai a facer na entrevista. Ser\u00eda algo as\u00ed como:<\/p>\n<p>Bo X (sempre se ha de indicar o nome da persoa), c\u00f3ntolle en que consistir\u00e1n os pr\u00f3ximos 30 minutos (indicaremos o tempo para que o entrevistado ad\u00e1ptese mellor \u00e1 situaci\u00f3n). Primeiramente, veremos os seus datos persoais para co\u00f1ecelo mellor e veremos a s\u00faa formaci\u00f3n acad\u00e9mica e perspectivas de futuro. Posteriormente analizaremos a s\u00faa experiencia profesional e preguntareille por situaci\u00f3ns concretas que probablemente lle sucederon no seu d\u00eda a d\u00eda como profesional ou poder\u00edan sucederlle nun futuro. Por favor, conteste a estas preguntas sempre en primeira persoa e coma se ocorr\u00e9senlle onte. P\u00eddolle permiso para poder tomar notas durante a entrevista que ser\u00e1n sempre de car\u00e1cter confidencial do mesmo xeito que os seus datos persoais.<\/p>\n<p>Antes de comezar a seguintes fase hai que asegurarse de que o entrevistado non ten d\u00fabidas.<\/p>\n<p>Quedoulle claro o procedemento? | Est\u00e1 preparado para empezar?<\/p>\n<h4 style=\"text-align: left;\">Informe de selecci\u00f3n<\/h4>\n<p style=\"text-align: left;\">Neste informe deber\u00edanse de incluir aspectos como:<\/p>\n<ul>\n<li style=\"text-align: left;\">Especificar o posto de traballo.<\/li>\n<li style=\"text-align: left;\">Datos personais.<\/li>\n<li style=\"text-align: left;\">Formaci\u00f3n do\u00a0candidato, tanto estudos reglados ou non como os co\u00f1ecementos adquiridos.<\/li>\n<li style=\"text-align: left;\">Resultados das probas: informe das situaci\u00f3ns e probas plantexados.<\/li>\n<li style=\"text-align: left;\">Perfil psicol\u00f3xico. Tanto os obtidos durante a entrevista como os posibles ex\u00e1menes psicol\u00f3xicos que se puideron facer.<\/li>\n<li style=\"text-align: left;\">Conclusi\u00f3n: s\u00edntese dos aspectos relevantes.<\/li>\n<\/ul>\n<p>Tanto se somos os entrevistadores como os posibles entrevistados e candidatos a un posto de traballo \u00e9 importante co\u00f1ecer a que nos enfrontaremos e non nos colla de sorpresa.<\/p>\n<p>Quizais che poida interesar este artigo sobre a formaci\u00f3n en competencias: <a href=\"https:\/\/psicopico.com\/entrenas-a-un-grupo-o-a-un-equipo\/\">Adestrar para adestrar: a importancia de formarse en compentencias.<\/a><\/p>\n<p>_____<\/p>\n<p><em>Foto<\/em>: P\u00e1gina do\u00a0autor:\u00a0\u00a0[CC BY-SA 3.0 (<a href=\"http:\/\/creativecommons.org\/licenses\/by-sa\/3.0\">http:\/\/creativecommons.org\/licenses\/by-sa\/3.0<\/a>)], via Wikimedia Commons.","protected":false},"excerpt":{"rendered":"<p>As empresas cambian constantemente polo que non s\u00f3 \u00e9 importante estar preparados para realizar un determinado traballo sen\u00f3n de ter o potencial suficiente para o desenvolvemento doutras futuras tarefas, de adaptarse \u00e1s necesidades vindeiras. \u00c9 por isto que nos procesos de selecci\u00f3n imos atopar con entrevistas de traballo por competencias que melloren a obxectividade, fiabilidade [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":1178,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"_joinchat":[],"footnotes":""},"categories":[26,179],"tags":[44,180,71,178],"class_list":["post-1160","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-organizaciones","category-seleccion-de-personal","tag-competencias","tag-entrevista","tag-organizaciones","tag-seleccion-de-personal"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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