What do you do if your project manager interviewee fails to highlight key skills?

I would ask open-ended questions that would allow the candidate to highlight their targeted skills and provide examples of how they have been able to use those skills on the job.

Ask probing questions or situational questions requesting step by step detail in the process they followed. If they are still not able to highlight key skills, they either they do not have these skills, or their communication skills are in question.

Make sure the candidate knows what skills are important for the job. If they don't talk about the skills you need, ask them about it. Explain situations where those skills are needed and ask how they would handle them. Even if they don't mention the exact skills, see if they have done similar things in the past. Pay attention to their body language and how they talk. Sometimes they may know the skills but have trouble saying it. Consider their overall experience and if they seem like a good fit for the job. If you're still not sure, ask more questions to get a better idea. Think about if they would fit in with the company's way of doing things. If needed, give them more tests or ask their old bosses about them. Provide feedback.

If the project manager interviewee fails to highlight key skills, I would gently guide the conversation by asking targeted questions related to those skills. I would also provide prompts or scenarios to encourage the interviewee to share relevant experiences demonstrating their proficiency in those areas. Additionally, I would ensure to actively listen and probe further to uncover any overlooked skills or experiences that may be valuable for the role.

I will gently prompt them to elaborate on their relevant experiences and capabilities & ask targeted questions to assess their proficiency in essential areas such as leadership, problem-solving, and communication. Provide specific examples or scenarios to encourage them to showcase their skills effectively. Additionally, inquire about any challenges they've faced in previous projects and how they've addressed them, as this can offer insight into their problem-solving abilities.

During interviews, we often overlook minor accomplishments we have done during the course of time. While probing techniques provide an insight into candidates, scenario-based questions encourage them to showcase their best skills. This approach not only reveals their critical thinking abilities but also evaluates their decision-making capabilities.

Destaque a importancia das habilidades interpessoais: Além das habilidades técnicas, os gerentes de projetos também precisam de soft skills. Essas incluem a capacidade de se comunicar efetivamente, resolver conflitos e trabalhar bem em equipe. Avalie a adaptabilidade: Pergunte como o entrevistado se adapta a diferentes situa??es e contextos. A adaptabilidade é uma habilidade valiosa para gerentes de projetos, especialmente em ambientes dinamicos.

Fa?a perguntas específicas: Se o entrevistado n?o mencionou suas habilidades-chave, fa?a perguntas diretas sobre elas. Por exemplo: “Quais s?o as suas habilidades em gerenciamento de riscos?” “Como você lida com conflitos dentro de uma equipe?” “Você tem experiência em liderar projetos complexos?”