Structured Behavioural Interviewing (COMPETENCY BASED)

What is it? Purpose?  Based on the concept that the best predictor of future performance is past performance (They will ask you about your past experiences to predict your future actions)  It ensures that the process is:  Objective  Consistent and transparent  Based on the competencies of the job  A good predictor of performance

Structure Of Questions  Situation or task faced with (Describe)  Actions you took (Explain)  The results/changes caused by the action (End result) Candidates can therefore base their answers on past experiences and also gives a good sense of how they will perform in the future - However not everyone has experience!

Strengths  Biased is reduced because candidates are evaluated on job related questions (subjective questions are not asked)  All candidates are asked the same questions so everyone has the same opportunity  Rating scales are used to evaluate answers for consistency Procedures follow the advice of professionals and guidelines  Candidates obtain a realistic perspective of the job role

Weaknesses  Can be exhausting for the candidates  If not well coordinated, repeated questions can occur  More time consuming  Not all candidates have experience

Example Of Question  What was the most difficult decision you have had to make within the last year?  Describe the process used in order to make this decision

Tips For Preparation  Make note of previous experiences (what you learnt and what happened)  Look at personal specification and job description

References  ADOA-HRD (2015) Structured Behavioural Interviews [Online] Accessed At: [Thursday 5th November 2015].  INTERVIEW QUESTIONS (2015) Behavioural Interviewing [Online] Accessed At: [Thursday 5th November 2015].