「你可以在告訴應徵者有關職位的工作內容之後，問他：如果你真的成爲我們公司的項目統籌，你會做甚麼？怎樣做？」

 

　　「你完全可以用教練的方式，在面試時幫助他清楚明白公司對他這個職位的要求，以及讓他對自己的能力進行評估。」

 

　　黃經理從未想過在面試時，還可以做到這樣的效果。所以睜大眼睛，竪起耳朵，專心地聽。

 

　　「那你對項目統籌這個職位的理想人選有甚麼要求？」

 

　　「管理項目需要細心，注意細節。但同時也要能看到整個項目大畫面。每個環節、階段要設定明確的目標。分析能力要強。親和力要強，溝通要清晰，因爲要完成一個項目，他需要與客戶、供應商、團隊成員互動與合作無間。還要能預見潛在的問題而能事先作準備預防。他也需要在出現問題時，能夠迅速、冷靜、靈活地處理。」

 

　　「哇，要細心、能看到大畫面、設定明確目標、分析力、親和力、明確溝通、預見問題、行動要迅速、冷靜、靈活！這樣的人不容易找呀！」

 

　　「嘿嘿，是不容易，但是完全有可能！」

 

　　「我同意。有這樣的人才，我們銷售部也很需要。你可以先畫一個圓圈，畫幾條綫把圓形分成八個相同的板塊。再依重要性，給那八個條件排序。然後從上面開始，順時鐘給每個板塊注明條件。圓心是一分，表示能力低；圓圈的邊是十分，表示能力最強。」

 

　　「我知道了！我可以請他給自己打分。這樣，他就會知道這是公司對這個職務的要求。同時也可以讓我知道他對自己的評估，通過雙方在面試時的談話對他有更深的瞭解。有助我決定選對人才。太棒了，Mary,真謝謝你!」

 

　　「不必客氣，面試還有很多內容呢！有機會我們可以再探討。」

 

　　After briefing the candidate the job specifications, you can ask him, “If you became our Project Coordinator, what would you do?  How would you do it?”

 

　　“You can definitely use coaching during the interview to help him understand the company’s expectation of that position.  You can also let him assess his capabilities.”

 

　　This is totally new to Boris.  He just stares and is all ears for what Mary is going to say.

 

　　“What are the criteria you have for this position?”

 

　　“To run projects, he needs to be able to attend to details, as well as see the big picture of the whole project.  He needs to set clear goals for each phase of the project.  Analytical…  Build and maintain strong rapport…  Clear communication…because he needs to interact and work closely with the clients, the vendors and the team members to complete a project.  He needs to anticipate problems so that he can prepare contingency plans.  He also needs to act swiftly, calmly and with great flexibility to deal with problems.”

 

　　“Wow!  Specific, see the big picture, set clear goals, analytical, rapport, clear communication, anticipate problems, act swiftly, calmly with flexibility!  That’s a tall order!”

 

　　“That’s true, but it’s totally possible!”

 

　　“Yes, I agree.  Our Sales Department would grab such a person!  OK, you can draw a circle and divide it into 8 equal parts.  Prioritize the 8 competencies.  Then start from the top and label the parts clockwise.  The centre is 1 meaning low capability; and the rim of each part is 10 meaning high capability.”

 

　　“I get it!  I can ask him to rate himself!  He will then understand the competencies of what the company is expecting.  From his self assessment and the conversation during the interview, I would be able to understand him better.  It would also help me choose the right talent.  This is awesome, Mary!  Thank you so much!”

 

　　“The pleasure is all mine, Boris.  By the way, there is more to it.  Happy to explore it with you.”

 

 

 

 《經濟通》所刊的署名及／或不署名文章，相關內容屬作者個人意見，並不代表《經濟通》立場，《經濟通》所扮演的角色是提供一個自由言論平台。

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