Selecting the Right Person Benefits of Behavioral Interviewing
Interviewing Hiring the right person is critical Performance is about action and behavior Key is to minimize personal impressions Behavioral interviewing is one of the best ways to predict future performance
Interviewing Skills Motivation Communication Performance Management Influence
Questions Listeners Bring Do you know something I need to know? Can I trust you? Am I comfortable with you? How can you affect me? What’s my experience with you? Are you reasonable? Who do you represent?
Common Communication Obstacles Prejudice Stereotypes Feelings Culture Language
Interviewing/Selecting Keys Know what you want Scan for the best candidates to interview Prepare questions that correspond to job qualifications Let the candidate do the talking Decide based on fit
Person/Job Fit
Resume Issues Gaps Progression Multiple jobs/companies Lack of experience Special interest/hobbies Responsibilities vs. results
INTERVIEW ADMINISTRATION Panel Sequential One-on-One Directive Non-Directive
QUESTION TYPES Knowledge/Experience Motivation Credential and Technical Self-evaluation
COMMON MISTAKES Procrastination Halo effect Best fit-best person? Asking leading questions Talking too much
What is Behavioral Interviewing? Form of interviewing that helps discover how a candidate is most likely to perform once hired Behavioral interviewing involves soliciting specific examples of past job- related performance Questions are based on job analysis and asked to all candidates
Key Differences between Traditional and Behavioral Traditional Require opinion responses Questions how the candidate “would” behave Answers may not be based on actual performance Behavioral Based on actual past performance Questions how the candidate “did” behave Probe for details Focus on areas important to you
Effective Behavioral Questions begin with…… Describe Provide an example… Tell me about… What did you do when….. How did you feel when….. What was he result…. When dealing with…. What steps……
Probing Elaborate (superficial, inadequate answers) Ask for clarification (you don’t understand the response) Repeat (the answer is not what you asked) Silence (if you know answer will require some thought)
STAR Formula S---Situation T---Task A---Action R---Results
Interviewing/Selecting Keys Know what you want Screen the best candidates to interview Prepare questions that correspond to job qualifications Let the candidate do the talking Silence is golden Decide based on fit
Donald Trump’s 7 Rules of Business Success 1. Enough brainpower 2. Love their work 3. Never give up 4. Possess lots of self-confidence 5. Have high degree of ambition, competitiveness, empathy 6. Stay cool under fire 7. Work well with others
message feedback Sender Channels Receiver Motives Competing messages
JOB ANALYSIS Job Description Job Specification Recruiting/Selection Appraisal Compensation Training