The interview is a key ingredient in the recruiting process, but most interviewers use trait-based questions to match a candidate to competencies required to perform a job successfully—since there is little reliability in this approach, it can often lead to high turnover. The behavioral interview obtains behavioral examples of the competencies needed for successful job performance and cultural fit, thereby enhancing the selection process. Skill definitions are developed and questions are based on specific experiences. At the end of the interview, these definitions and anchors are used to evaluate a candidate’s answers so a more meaningful evaluation can be made.
Behavioral Objectives
Participants will be able to:
- Outline and apply the steps involved in behavioral interviewing
- Use the STAR (Situation/Task-Action-Result) model to get the information they need from the candidate
- Create questions based on competencies relevant to a specific position
- Conduct a legally defensible interview
- Build rapport with the candidate
Who Should Attend
Any individual involved in conducting interviews
Sample Activities
- Exercise on distinguishing between legal and illegal questions
- Exercise on converting trait questions into behavioral
- Group activities to practice behavioral interviewing
Materials
Workbook
Delivery Options
Can be delivered one-on-one, in small groups, or as a half- or full-day workshop