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Such questions are useful in opening and sustaining any conversation; they are used to stimulate the other person to talk and to continue talking. I see, could you give me a recent example of how that happened? ). This is one predictor of future behaviour: the best predictor of future performance is often, current performance. The use of hypothetical questions such as: What would you do if…? provides us with answers that the other will think would be acceptable – the ideal solution, and may not actually reflect any actual past performance, whereas behaviour type questions actually test out what did happen and why.

Please do not put down a list of bland interests: TV, music, food, going out, socializing with friends. What do these tell about you? ) but avoid fiction and wish fulfilment: hang-gliding, scuba diving and reading Tolstoy. ’ Here is one employer’s view of CVs. ‘Most CVs give too much emphasis on the candidates’ factual achievements as described by list of qualifications and posts held than the more indefinable personal elements like initiative and character. D of Insider Group of Companies. Interview in Scotsman Nov 6th 2001).

I’ve got an idea for you’ ‘Yes... ’ ‘Yes .... ) If we want to be successful listeners, we have to postpone our judgment until we’ve actually listened intently to what is being said. We should adopt SIER, that is:  ense, then Interpret and leave the Evaluation until much later. ) The tendency is that we Sense and then immediately make an Evaluation, based often on surface features such as accent, tone of voice, attractiveness, height, colour of eyes, previous encounters, others’ recommendations or damnations.

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