摘要:市场经济条件下的企业都必须通过市场竞争来实现其经济效益。市场竞争的焦点集中在产品质量、性能、价格等方面，而产品的竞争实际上是企业技术水平和管理水平的竞争，也就是人才的竞争和较量。因为科技进步和科学管理都是靠高素质的人去掌握和驾驭的。招聘，是指通过多种方法，把这些人才吸引到企业或组织空缺岗位上的过程。就招聘而言，其使命就在于“让最适合的人在最恰当的时间位于最合适的位置，为组织做出最大的贡献。”以求因事任人、人尽其才、才尽其用的互赢共生目标。

　　　行为性面试是一种能有效排除个人的主观因素，以行为依据、以目标为导向的有效选才工具。行为面试通过面试者的行为描述来判断其背后的品行、思想，准确几率较一般的面试方法要高。通过行为面试，能了解到应聘者的品行是否与岗位要求吻合，深入探索应聘者的动机和兴趣点。行为性面试作为结构化面试的一种，面试过程规范可控、面试结果量化处理，信度、效度高，因此企业在面试时对于这种面试方法越来越以重视。本文对基于胜任素质模型的行为性面试进行了较为全面的研究分析，从行为性面试的历史发展着手，分析了其含义、特征、开发模式、优劣势等方面内容，并针对行为性面试在用人单位的实际应用情况，对此类面试的应试技巧等方面做了具体的探讨。

关键词：行为性面试 招聘 胜任素质

ABSTRACT:Market economy under the conditions of market competition, enterprises must go through to achieve its economic benefits. Competition in the market focus on product quality, performance, price, etc., and the product is actually competitive enterprise technology and management level of the competition, which is the talent competition and contest. Because of technological progress and scientific management are relying on high-quality people to understand and manageable. Recruitment, is through a variety of methods to attract these people to the business or organization on the process of vacancies. The recruitment, its mission is that "so that the most suitable person at the right time in the most appropriate location for the organization to make the greatest contribution." Order because of something fancy, properly utilized, can make the best use of the Internet win symbiotic goals.

    Behavioral interviewing is an effective exclusion personal subjective factors in order to act according to goal-oriented tool for effective before the election. Behavior through the interview the interviewer's behavior description to determine the underlying conduct, thought and accurate than the average probability interview method is higher. Through behavioral interviews, candidates can learn whether the conduct of job requirements match, the candidate's motivation to explore in depth and points of interest. Behavioral interviewing as a structured interview, the interview process specification controllable, quantitative results of the interview process, reliability, validity and high, so companies in the interview for this interview method becomes more attention. In this paper, based on behavioral competency model interview for a more comprehensive research and analysis, from the historical development of behavioral interviewing, analyzes its meaning, characteristics, development patterns, and other aspects of the advantages and disadvantages, and for the behavioral interviewing in the employment units actual application of such interview examination skills and so do the specific discussion.

Keywords: Behavioral interview ; Recruitment; Competency