What are the best methods for evaluating candidates' ability to handle stress and pressure during interviews?

Se n?o houver o mapeamento de competências, a entrevista por competências perde a validade. De acordo com a minha experiência como mentor de mais de 500 pessoas que se recolocaram no Brasil e no exterior, muitas perguntas que s?o feitas nas entrevistas n?o tem a ver com a descri??o da vaga. S?o perguntas genéricas, copiadas da internet. Além disso, a maioria das entrevistas n?o possui estrutura, há mais bate-papo e os entrevistadores n?o fazem anota??es, o que impossibilita mensurar as respostas mais adequadas e classificar as melhores pessoas candidatas.

Conduzir uma entrevista por competências é mais complexo que aparenta, pois n?o se trata apenas de fazer perguntas sobre situa??es específicas no passado, mas sobre conseguir extrair o verdadeiro comportamento do candidato mediante essas situa??es. Muitas vezes o candidato tende a responder com comportamentos esperados pela organiza??o pois teme ser rejeitado na avalia??o, ent?o para entender a realidade deste é necessário que o entrevistador consiga trazer seguran?a e estimulo. Eu gosto da Técnica dos 5 porquês, onde questionamos em várias camadas a resposta do candidato e a medida que aprofundamos nessa resposta mais honesto é o resultado sobre o comportamento, este método também revela como ele lida com o estresse e press?es diárias.

One thing I have always found useful is hypothetical situations related to the role we are hiring and situations candidates would have encountered earlier in their prior roles. Combining these two would be one of the best ways to map it to the various competencies required for the role.

One sure way to evaluate a candidate's ability to handle stress and pressure is to ask behavioral interview questions. These are questions that asks candidates to describe specific situations where they had to work under pressure or handle stress. Ask them to use the STAR (Situation, Task, Action, Result) method to structure their responses. For example: "Can you describe a time when you faced a tight deadline at work? How did you handle it, and what was the result?"

Assessing Resiliency There are many methods to evaluate how candidates handle stress. The critical outcome is evaluating how the candidate not only handles stress but can be resilient in nature. Here are some tools that can be useful to think about; 1. behavioral questions 2. situational questions 3. STAR method questions 4. Patterns of behavior

Stress interview involve different questions that meant to put a candidate in an uncomfortable or stressful situation, which can help interviewer understand how a candidate responds to these types of scenarios.

Situational questions is another major way to evaluate a candidate's ability to handle stress and pressure. Develop situational judgment tests or scenarios that mimic the challenges the candidate would likely face on the role. Ask candidates how they would respond to these situations to gauge their problem-solving and stress management abilities. The answers from the candidate will help you understand the stress-control resources and mechanisms they are familiar with.

From my point of view, it is very interesting to put candidates in situations to illustrate their soft skills as well as their ability to handle stressful situations. The idea is to be able to understand the tools and resources that the candidate uses to manage these situations.

Difficult hypotheticals. You may be presented with an awkward hypothetical situation and asked to explain how you would deal with it. This could be to assess how you would handle workplace conflict (“What would you do if you found a co-worker cheating on their expenses?”) or how you would deal with confrontational situations?

Create simulated scenarios relevant to the job where candidates must make quick decisions or manage stressful situations. Observe how they react, make decisions, and communicate under pressure. Identify ideal work-related situation when coming up with your scenerios.

Como é um tipo que necessita bastante aten??o, n?o deve ser conduzido por apenas uma pessoa, já que a percep??o pode ser distinta. Sou contra esse método quando utilizam elementos que n?o têm a ver com o universo corporativo.

I am not a proponent of real-life situational testing. Indeed, I believe it adds extra stress to the candidate and that their reactions do not always reflect the behaviors they would have exhibited in real life. Challenging the candidate by putting them in a difficult situation does not align with the recruitment methods I use because I believe it doesn't bring out the best in everyone.

Role playing exercises are good if the candidate is going to work is a people facing role. If, however, they are more of a back office individual, courseware developer, auditor for example, I find using the TED technique helpful. Tell me about, Explain when/ where / how, Describe what / how..etc, using this method of open questioning invites a conversation that even the most diligent researcher of the internet can’t copy the responses to.

Assessing a candidate's ability to handle stress and pressure through a challenging interviewing experience can be an effective method. By incorporating a case study and providing limited time to complete and submit it, you can observe firsthand how a candidate copes under pressure. This approach allows you to evaluate their problem-solving skills, decision-making abilities, and composure in a stress-induced scenario, providing valuable insights into their aptitude for handling high-pressure situations.

I would not recommend 'stress' interviews. It's 2023 and perhaps we can treat candidates with more dignity than deliberating freaking them out in the interview just to see if they 'can hack it.'

Gra?as a Deus n?o tenho ouvido mais falar sobre. Aqui no Brasil, como a legisla??o, apesar de boa, é falha na aplica??o, favorece o assédio já na porta de entrada. é difícil distinguir papéis.

Stress interviews create a unique scenario where both the candidate and interviewer can assess decision-making skills under pressure. By posing challenging questions, we gain insights into how candidates tackle stressful situations and find creative solutions. It's an invaluable tool for evaluating problem-solving abilities

Me encanta trabajar con ejercicios de role-play porque te permite visualizar distintas facetas de los candidatos. Se puede, por ejemplo, plantear una estructura en la cual el candidato tenga que protagonizar alguna situación compleja (negociación, defender criterios, ceder, pedir ayuda a algún compa?ero/jefe, etc).

I disagree with this. I do not believe psychometric tests are best for evaluating a candidate's ability to handle stress and pressure. While these tests serve valuable purposes in the hiring process, they have inherent limitations when it comes to evaluating a candidate's ability to handle stress and pressure effectively. Psychometric tests are typically designed to measure certain personality traits, cognitive abilities, or aptitudes, providing valuable insights into a candidate's innate characteristics. However, they fall short in assessing the complex, situational, and context-dependent nature of stress and pressure management. Here is why: 1. Lack of real world context 2. Limited predictive value 3. Overlooking ability to grow

Aqui no Brasil muitos entrevistadores n?o têm preparo e utilizam esses testes como se fosse horóscopo e estereotipam candidatos. S?o úteis quando há analistas preparados para fazer uma análise mais profunda e principalmente saber o que fazer com os resultados.

Psychometric tests can be a scientifically reliable solution for assessing soft skills. I would even suggest Emotional Intelligence tests such as the EQ-i 2.0. It's an interesting self-assessment tool to gauge a candidate's ability to handle stress and, most importantly, to discuss it with them to better understand their functioning.

Gostaria de acrescentar que há diversos estudos que apontam que a entrevista n?o estruturada n?o possui validade na maioria das vezes, pois aquele "bate-papo" gostoso favorece decis?es enviesadas, o que aumenta a subjetividade e reduz a igualdade nas entrevistas. Vide artigos de Daniel Kahnemann (MIT) e diversas cita??es do livro Gest?o de Pessoas de Ivancevich.

Panel Interviews: Conduct interviews with multiple interviewers simultaneously, which can increase the pressure on the candidate. Observe how they handle the attention and questions from multiple interviewers. Body Language and Non-Verbal Cues: Pay attention to the candidate's body language during the interview. Signs of stress might include nervousness, fidgeting, or poor eye contact. While not definitive, these cues can provide some insight into their comfort level under pressure.

Stress interview?is a tactic used to put candidates under extreme pressure. They are designed to test your ability to think on your feet, respond appropriately in difficult situations and stay calm in a pressurised environment. Employers will use these interviews to make sure that candidates have the?right attitude?and the?emotional capability?to handle these environments.

You'll be rejected by companies after your interviews. This is something to remember, even if you ace the whole conversation and give it your best. This says it all about how dynamic the world of job seeking is, not everyone has the same criteria's or possibilities to hire. In other words, it can be that you've performed poorly, but it can be just the same that the company is the one that has decided poorly or acted unprofessionally in a way. Don't let this discourage you though. The key to a good interview performance is to be clear about what you can offer and what you require from the other side. Being honest doesn't mean you can't be diplomatic. You'll find what you want eventually if you persevere.

One of the most apparent stressors for a candidate in an interview is the possibility of non-selection. Towards the end of the interview, I'd bring up a reservation - not enough experience, gaps in employment, etc. - then I'd ask the question, "Why should I hire you?". In my previous experience hiring for production positions, I also added, "and don't tell me it's because you're reliable and hardworking", as I'd found that was the most common response. Inferring that I wasn't going to select the candidate and allowing them an opportunity to convince me while taking away their most common answer provided an appropriate stressor. Most of the time, the answer itself was irrelevant; I was more concerned with how they reacted to the pressure.