Scribd
Upload
2 views

ICC-A Short Primer on Behavioral Interviews

The document provides an overview of Behavioral-Based Interviewing (BBI), emphasizing its importance in accurately assessing candidates' past performance to predict future success. It outlines the six steps in the hiring process and the significance of identifying competencies necessary for the ideal candidate. The goal is to enhance hiring decisions by focusing on job-related data and reducing the risks associated with poor hires.

Uploaded by

belinda.rahmadara
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
2 views

ICC-A Short Primer on Behavioral Interviews

The document provides an overview of Behavioral-Based Interviewing (BBI), emphasizing its importance in accurately assessing candidates' past performance to predict future success. It outlines the six steps in the hiring process and the significance of identifying competencies necessary for the ideal candidate. The goal is to enhance hiring decisions by focusing on job-related data and reducing the risks associated with poor hires.

Uploaded by

belinda.rahmadara
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 12

JOBTALKS

A Short Primer on
Behavioral Interviews

Indiana University
Kelley School of Business
C. Randall Powell, Ph.D

Contents used in this presentation are adapted from Career Planning Strategies
and used with the permission of the author.
A Primer on Behavioral
Interviews
OBJECTIVES OF BEHAVIORAL-BASED
INTERVIEWING (BBI)

 Gather new data and samples of past performance not present


on candidate resume, application or through pre-screening and
testing.

 Successfully interview candidates for any position.

 Successfully evaluate job candidates’ technical/ functional


knowledge, leadership competencies, experience, and
educational qualifications, and ability to learn, change, and gain
from exposure, feedback, successes and failures.

 Increase quality of candidates selected by separating candidate


from image he/she is trying to present.

 Make decisions on consistently gathered job-related


data/considerations.
BEHAVIORAL-BASED INTERVIEWING (BBI)

 Behavior-Based Interviewing - A selection


process that can reveal the job worthiness of
candidates with considerable accuracy leading to
hiring/not-hiring decisions.
 Best predictor of future performance in similar
circumstances:
 More recent past behavior has greater predictive
power
 More long-standing behavior has greater predictive
power
 Samples of past performance are better predictors
than indicators of personality traits.
WHY BEHAVIORAL-BASED INTERVIEWING

The desired outcome is a bottom-line


result which is to ultimately hire the
best candidate who is the best fit for
the position and the culture of the
organization.
THE HIRING PROCESS
 Hiring Is An Important Business Decision:
 A recent survey asked managers to identify their most
important business decisions . . . 90% put hiring
decisions at the top of the list.
 The importance and risk associated with a hiring
decision is very high but often the planning and
execution by managers doing the hiring . . . Is poor.
 Planning better prepares you for making an important
decision and reduces the risk associated with a mishire.
 Cost of a mishire is two to four times the person’s
salary.
 Six steps in the hiring process . . .
THE HIRING PROCESS
 Six steps in the hiring process:
 Step #1: Planning

 Step #2: Determine Search Strategies

 Step #3: Determine Screening Strategies

 Step #4: Determine Selection Strategies

 Step #5: The Offer Package

 Step #6: Transitioning the New Employee


THE HIRING PROCESS

 Candidate Profile: Identify The Criteria and Leadership


Qualities for the Ideal Candidate:
 Education Requirements and Technical Qualifications
 Experiences and Accomplishments:
 What are the experiences the candidate should bring to the job?
• Specific Experiences
• Specific Accomplishments
• Specific Sector
 From list of 67 competencies, identify the competencies
needed for the job and why.
 This creates the leadership criteria for the selection decision.
WHAT IS A COMPETENCY?

A competency is a cluster of
knowledge, skills and attitudes.

 What to do (knowledge)
 How to do it (skills)
 Why to do it (attitude)
THE HIRING PROCESS
 The Interview Questions Explore 4 Dimensions of the Competency
 Type 1: Has the candidate used the competency in the recent past? Can the
candidate describe a negotiating experience?
 Type 2: Can the candidate describe how he/she has seen others use the
competency? Can the candidate describe someone else who negotiates effectively?
 Type 3: Does the candidate know how to use the competency? Does the candidate
understand how negotiating works?
 Has the candidate integrated the competency . . . negotiating . . .into how he/she
approaches the situation?
 With each competency there is evidence to listen for in the
answers.
 Use follow-up or probing questions.
 Probes allow you to get more detailed information from the
candidate about how he/she did something or why he/she did it
that way . . . and what he/she learned.
THE COMPETENCIES IDENTIFIED
WILL:

 Guide the interview by focusing on information


about the candidate that will be most
predictive of his/her performance.
 Provide legal credibility for the selection
process.
 Help define and maintain standards during the
selection process:
 The candidate will be evaluated based on how he/she
performed in the various competencies.
 The hiring decision will be based on how well the
candidate matched the requirements of the position.
If you would like to
learn more, Career
Planning
Strategies
textbook will
supply additional
information on this
topic.

You might also like