behavioural event interview (bei)

8/8/2019 Behavioural Event Interview (BEI)

1/32

The Behavioral Event Interview

Interviewing successfullyfor career advancement

and team building


2/32

behavioral event interview

Behavioral event interview is based on the

notion that a job candidate's previous

behaviors are the best indicators of

future performance. In behavioral

interviews, the interviewer asks

candidates to recall specific instanceswhere they were faced with a set of

circumstances, and how they reacted.


3/32

The behavioural interview technique isused by employers to evaluate acandidate's experiences and behavioursin order to determine their potential for

success. The interviewer identifiesdesired skills and behaviors, thenstructures open-ended questions andstatements to elicit detailed responses. A

rating system is developed and selectedcriteria are evaluated during theinterview.


4/32

Is also called the CRITICAL INCIDENT method

The Behavioral Event Interview

Gathers data through a structured

interview on how people respond andbehave in specific situationsbecause

Pastperformance

Futureperformance

predicts


5/32

Evaluate the candidates knowledge ofspecific situations or procedures

The goal of Behavioral EventInterviewing is to:

Gather data about interpersonal

performance and on specific tasks

Predict future task performance

Make appropriate hiring decisions for

both fit and skill

Minimize personal impressions that might

cloud hiring decisions

Assess theory in use rather than espoused theory


6/32

Differences between a traditional

and a Behavioral Event InterviewInterview questions ask how one didbehave in a particularsituation, not how one wouldbehave.

Interviewers will question and probe (think ofpeeling thelayers from an onion). And they take copious notes.

The interviewer will ask for details, and will not allow thecandidate to theorize or generalize about several events.

BEI follows a structured process and concentrates on areas thatare important to the interviewer, rather than allowing theinterviewee to concentrate on areas that s/he may feel areimportant.

The candidate may not get a chance to deliver any prepared stories.

Often interviews are graded on a point system to determine ifthe candidate passed or failed the interview


7/32

Follow-up questions test for consistency anddetermine if the candidate exhibited the

desired behavior in that situation

Can you give me an example?Whatdid youdo?Whatdid you say?

Whatwere you thinking?Howdid you feel?

Whatwas yourrole?Whatwas theresult?

You will notice an absence of such questions as,Tell me about your strengths and weaknesses.


8/32

How to Prepare for a

Behavioral Interview

Recall recent situations that show favorablebehaviors or actions, especially involving work

experience, leadership, teamwork, initiative,planning, and customer service.

Prepare short descriptions of each situation; beready to give details if asked.

Be sure each story has a beginning, a middle, andan end, i.e., be ready to describe the situation,your action and the outcome or result.


9/32

How to Prepare for a

Behavioral Interview

Be sure the outcome or result reflects positively onyou (even if the result itself was not favorable).

Be honest. Dont embellish or omit any part ofthe story. The interviewer will find out if yourstory is built on a weak foundation.

Be specific. Dont generalize about severalevents; give a detailed accounting of oneevent.


10/32

Use the STAR method

Preparing for the Behavioral

Event Interview

Describe the Situation

What was the Taskyou needed toaccomplish?

What Action(s) did you take?

What Result(s) did you achieve?


11/32

In general, what is the best way

to prepare for any interview?

Research the school, university,company, business unit, or department

Understand what they do and what they

are about. Understand the job description so you

are familiar with the tasks required.


12/32

Preparing for the interview

Research YOURSELF as well

Why do you want the job? What are your skills, experiences,accomplishments, work style, personal andprofessional strengths?

What specific situations exemplify these?

Be ready to talk about the uniquemarketable skills that you have to offer


13/32


Some final, practical thoughts (part 1)

Prepare 4 or 5 questions about thedepartment or position Get a good nights rest

Know where you need to be when for theinterview

Give yourself plenty of time and arriveearly


14/32


Some final, practical thoughts

Look your best, but be conservative indress, fragrance, etc.

Listen carefully to the questions and

formulate your response: THINK

beforeyou SPEAK.

Make eye contact and remember to attuneto non-verbal cues too!


15/32

Some example BEI

questions you couldface in an

interview situation

Lets practice:Please volunteerto answer a

question


16/32

Please give me an example of atime when you had to take steps

to change or influence theculture of your organization.

Practice question #1

Remember the formula for success


17/32

The STAR method

Describe the Situation

What was the Taskyou needed toaccomplish?

What Action(s) did you take?

What Result(s) did you achieve?


18/32

Please give me an example of atime when you had to take

steps change or influence theculture of your organization.

Now lets resumePractice question #1

Situation Task Action Results


19/32

Describe a time when you had tocreate partnerships with another

organization or group despitecontentious relationships betweenthe parties



20/32

Tell me about a time when youraised funds for your

organization? How did you goabout it and what was the

result?



21/32

Tell me about a time when youmet with utter failure. What

did you learn from the situationand how has it changed you

now?



22/32

Tell me about a time when you had todeal with the media on behalf of your

organization. How did you handleembarrassing or difficult situations foryour organization that were thrust into

the public eye?



23/32


24/32

Tell me about how you havebrought innovation to your

organization. What steps didyou take? What happened?



25/32

M

ore Examples of BEI Questions: "Tell me about a project you worked on

where the requirements changedmidstream. What did you do?"

"Tell me about a time when you took thelead on a project. What did you do?

"Describe the worst project you workedon.

"Describe a time you had to work with

someone you didn't like."


26/32

"Tell me about a time when you had to stickby a decision you had made, even though it

made you very unpopular.

"Give us an example of somethingparticularly innovative that you have done

that made a difference in the workplace.

"What happened the last time you werelate with a project?

"Have you ever witnessed a person doingsomething that you felt was againstcompany policy. What did you do and why?"


27/32

How would you create abehavioral event interview for

HIRING a new employee ?

Review the job description

Lets try an example

Examine skill deficits on your teamCreate a list of tasks and note the stepscritical to successful task completion

Create your list of questionsCreate your probes and a data collection form


28/32

Lets create a BEI for aUniversity Leadership position

list 3 or 4 critical job skills:

What question makes sense?

Lead and manage a diverse staff of professionalsExcellent communication skills to connect people,resources and organizations

Develop, advocate for, and control budgets

Other (ie: What else would YOU add to this list?)

Negotiate on behalf of your organization


29/32

Potential BEI questions for aUniversity Leadership position

Tell me about a time when you:


30/32

In the final analysis:Behavioral Event Interviewing

BEI is a popular interviewing technique

Can help take bias out of the interviewing process

Can help hire for fit and skill competency

Some evidence that it reduces job turnoverbecause the organization hires the rightperson with the right skills the first time


31/32

THANKYOU


32/32

EFFORTS BY:

PARMESH VASHI

ADIL KHERANI

SALAHUDIN SHAIKH

NEHA RAWAL

KARISHMA

behavioural event interview (bei)

Documents