How well do we know our own strengths and development gaps? When asked about their driving ability, most motorists claim proficiency. Accident statistics, however, clearly demonstrate that often there is a gap between perceived and actual competence. Similarly, many recruitment managers highly rate their ability to identify talent through job interviews. Unfortunately, the facts associated with poor selection decision making do not support this.
Although the recruitment manager of today has a number of tools at his/her disposal to help evaluate a candidate’s fit against position success criteria, the interview is a staple of most recruitment and selection processes.
The central role of interviewing in most selection processes demands that the interviewer is skilled to collect the most relevant and valid behavioral examples from candidates to compare against success criteria for the role.
Behavioral Interviewing focuses on the applicant’s past actions and behaviors, rather than subjective impressions that can sometimes be misleading. Behavioral interviewing, when approached properly, reduces the chance of potential bias or discrimination, is successful in regards to job relatedness, has a higher return on investment, and is more legally defensible than other types of interviewing. In fact, behavioral interviewing is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive.
Benefits of Attending the Workshop
- Learn Behavioral Interviewing Strategy, Principles, and History
- Identify The Best Behavioral Interview Questions To Use In Your Interviews
- Perfect Your Probing Techniques To Reveal Your Candidate’s Core Competencies
- Identify Critical Success Competencies for Specific Roles
- Improve Your Organization’s Interviewing & Selection ROI and Processes
- Consistently Identify and Hire Top Talent!
This will be a two-days’ workshop
Why Behavioral Interviewing?
- From the applicant’s point of view
- From a team leader/manager’s point of view
- From a human resource perspective
- What the research tells us about better interviewing
- What is an interview?
- What is not an interview?
- What is competency?
Before the Interview
- Gather the Pieces for the Pattern: Conduct a Job Analysis
- Recognize critical incidents
- Identify competencies and performance dimensions
- Develop job descriptions
- Prepare neutral job applications
Forming the Interview Questions
- Identifying the pattern
- Writing the questions
- Developing the response you are looking for
Consistent Resume Screening
Developing an Interview Format
- Develop rapport
- Structure the interview process
- Gather predictive information
- Sell your organization
- Gain a commitment
- Conclude the interview
Ethical and legal issues
Create a comfortable atmosphere