the behavioral interview technique presented by jill douglas candra garrett
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THE BEHAVIORAL INTERVIEW TECHNIQUEPresented by Jill Douglas & Candra Garrett
Why do we interview? Hiring is a Costly Decision
Cost of wrong hire is: Salary Lost or Damaged Relationships Severance Learning & Development Lost Productivity/Morale Recruitment of New Hire
Cost of a wrong hire can be 1-2.5x of that employee’s annual salary
The Importance of Good HiringAlmost 75% of all litigations against corporations today involve employment disputes.
Employment related lawsuits are the fastest growing type of civil case in the U.S. Over 40% of all Employment
Practice claims are filed against private employers who have between 15-100 employees.
Interviewing: Back to Basics Do your Homework Have Presence Document, Document, Document Be on Guard - Topics to Avoid Post Interview Tips
Interviewing Basics
Skills, Education, & Experience
Examine candidates’ public web profile
Pre-screening methods
Be timely & Prepared Welcome,
Accommodations & Itinerary
Prevent Interruptions Comfortable
Atmosphere 80/20 Ratio
Do your Homework Have Presence
Interviewing Basics
Detailed Notes Structured Forms
used by all Interviewers Standardized More Objective Can be reviewed
Race, color Religion, creed (BFOQ @
Moody) National Origin, citizenship Gender, marital status, child
care Name, age, birthplace Disability, Handicap Photograph/Physical Attributes Criminal background Date & Type of Military
Discharge Language
Documentation Topics to Avoid
Interviewing Basics
An exception that allows discrimination on the basis of gender, religion, and national origin (but not race or color) if the very nature of that job requires them to do so.
Examples: Casting characters for a play or hiring a bathroom attendant.
Share next steps Review notes and
make overall ratings based on your informed complete assessment
Consult with hiring team
Bona-fide Occupational Qualification (BFOQ) Post-Interview Tips
What is Behavioral-based Interviewing?
Behavioral Based Interviewing is based on the theory that past behavior predicts future behavior.
The Behavioral Interview is a systematic way to assess whether a candidate will be successful in a future job based on information the candidate provides about their actual behavior in the context of specific situations from the past.
Question Design
Competency
+
Open Ended
Question
=
Behavioral Interview Question
All questions in a Behavior-based Interview are based upon competencies directly related to the vacant position. Competencies include all the related
knowledge, skills, abilities, and attributes that form a person’s job.
Usually questions are open-ended Tell me about a time when… Describe for me… Give me an example of a time when…
Activity 1: Which Qs are Behaviorally Based? Determine which questions are behaviorally based, you have 5 minutes.Are you a team player? Tell me about a time when you were in charge of a task or project, describe your leadership style. What interests or concerns do you have about the position or about working here at Moody? What was your greatest challenge in a particular leadership role you have had? What idea have you developed and implemented that was particularly creative or innovative? What characteristics do you think are important for this position?
Activity 2: Question Conversion
Convert questions so they are behaviorally based, you have 5 minutes. Are you a team player?
How do you motivate people?
What motivates you to excel?
How would you react to having your credibility questioned?
Activity 3: Which Competency?
Answer Bank:TeamworkManagementAmbitionCooperationInterpersonalCommitmentFollow-throughCollaborationCommunication
Determine which competencies are assessed with the following questions, you have 5 minutes.
Describe a time you worked with a team?
Tell me about a time when you had to motivate a group of people to meet a deadline.
Give me an example of a time you had to motivate yourself to get a project done, how did you do this?
Benefits of Behavioral Interview Reduces Bias Questions are job-
related Lawful & Defensible
Structured Standardized Harder for candidate
to exaggerate or fake responses
Obtains fact vs. opinions
Behavioral Interview 4 Steps Overview:
Preparation Step 1: Understand Core Competencies Step 2: Determine Interview Questions
The Interview Step 3: Get the Best Possible Answers
S.T.A.R Probing Questions
Documentation, Discussions & Decisions Step 4: Take & Compare Notes
Preparing for the Behavioral Interview Step 1: Understand Core Competencies for
Job Top Performers Job Description “must-haves” vs. “nice-to-haves”
Step 2: Determine Interview Questions Questions should :
Relate to competencies Be open-ended Elicit detail/specific examples Be positive & negative Be consistent across candidates
Activity 4: Case Study
SalesDecision MakingProblem SolvingResourcefulCautionCourageTeamworkTime Management Persuasion
Project Manager - IT Review the Job Description for
this position and choose 5 related competencies from the bank on the left – you have 10 minutes.
Activity 4: Case Study
Sales
Decision Making
Problem Solving
Resourceful
Caution
Courage
Teamwork
Time Management
Persuasion
Position: Project Manager - ITSJob Description:Function of JobUnder general supervision of the Programming Support Department Manager, to plan, organize and control projects and handle all phases of system design and project administration.Job Characteristics and Responsibilities1. Determine user requirements by understanding user’s business rules.2. Analyze current systems for functionality.3. Design and implement new application programs for user requirements.4. Control large projects where the project includes multiple users and a team of Information Systems personnel.5. Coordinate design and programming work with consulting groups.6. Assist in implementing new technologies as they pertain to the user community.7. Perform related and special duties as assigned.
Activity 4, part B: Case Study
Decision Making
Problem Solving
Resourceful
Teamwork
Time Management
Determine which competency these questions target? Tell me about a time when you had to
handle a kind of project you hadn’t handled before.
Tell me about a time when you were under a great deal of pressure to deliver on time.
Describe a time when you had to choose between product delivery & quality.
Describe an unpopular decision you had to make.
Describe the most effective team that you were part of or led.
The Behavioral Interview Step 3: Get the Best Possible Answers
Get a S.T.A.R. Answer Every Time S.T.A.R. – Situation or Task, Action, & Result
When and Where? Behavioral Theory says the more recent the past
behavior the more likely one is to repeat it The key to getting a STAR answer is
probing questions
Preparing for the Behavioral Interview
Probing Questions are follow-up questions related to the original question that solicits more detail and clarity from the candidate that the original question accomplished. Can provide information candidate may not have
supplied otherwise Can be as simple as repeating a phrase or word the
candidate used “Disagreements?”
Examples: “What do you mean by ___________”, “Tell me more about that…” & “Can you elaborate here?”
S.T.A.R. Strategies
Encourage candidate to take more time
Ask the question in a new way
Ask a different question in the competency group
Ask candidate about their specific role in the situation/task
Wait until you hear “I” language
Obstacle: lacks relevant example
Obstacle: Uses group language
S.T.A.R. Strategies
Ask candidate to quantify or specify their results
Paraphrase/Summarize what candidate has already said
Pre-plan probing questions for all main questions
Obstacle: Provides Vague Results
Obstacle: Not sure what to ask next?
S.T.A.R. Strategies
Ask candidate why they took specific action Shows insight,
perceptiveness, and problem solving
Situation Task Action ResultMake sure you get a
S.T.A.R. answer every time
Obstacle: Reason for Action Unclear S.T.A.R
Activity 5: Probing Question Scripts
Read the Script and suggest next probing question – you have 5 minutes.
Competency:
Teamwork
Interviewer: Tell me about a time when you worked with a team.
Candidate: In college, I worked on a group project in my Intro to Psychology Class
Potential Probing Questions:
Activity 5: Probing Question ScriptsRead the Script and suggest next probing question – you have 5 minutes
Competency:
Composure
Interviewer: Describe a time your credibility was questioned, how did you react?
Candidate: At my last job, during a research project I had a disagreement with my supervisor who didn’t believe I could meet my deadline.
Potential Probing Questions:
Activity 5: Probing Question ScriptsRead the Script and suggest next probing question – you have 5 minutes.
Competency:
Creativity
Interviewer: What is one of the most imaginative or innovative things you have done in your present position?
Candidate: *Long Pause* Sorry I can’t think of an example.
Potential Probing Questions:
Documentation
After 20 minutes only 58% of data is
likely to be recalled
from memory.
Step 4: Take & Compare Notes Taking notes ensures accurate &
complete record Tell candidate you will be taking
notes Refrain from making premature
ratings
Discussion & Decision Compare notes
Data integration refines information
Protects from bias, non-job related decisions
Provides comprehensive documentation supporting your final decision
Learning Summary Interview Basics Behavioral Interview Technique
Preparation Question Design Competencies
The Interview S.T.A.R. Strategies Probing Questions
Post-Interview Documentation, Discussion, & Decision
Activity 6: Real Playing Get into groups of 3 3 rounds of interviews
7 minutes each Roles:
Interviewer Candidate Observer
Interviews Rounds: Round 1:Departmental Administrative Assistant Round 2: Social Media Specialist Round 3: Customer Service Manager
Activity 6: Real Playing Step 1:Determine 3 key
competencies Step 2: Prepare 2
behavioral-based questions, 2 probing questions
Step 3: Conduct Interview – 7 minutes each round
Step 4: Observer takes notes, provides feedback to interviewer
*Repeat steps for each round*
Additional Resources & Tools Visit MyMoody.edu > Human Resources
Homepage > Recruitment > Hiring Manager Recruiting & Interviewing Toolkit Behavioral Interviewing Questions by
Competency
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