Behavioral Interview Training For Managers

Purpose of the Interview Is this person a good fit for us? Are we a good fit for them?

Topics Legalities and Pitfalls Interviewing Basics Behavioral Interviewing Style and Advantage Building the Interview: Competencies Practice

Legalities and Pitfalls

Illegal Questions AVOID questions that require a person to answer details about their life that are protected by EEO laws. Questions to avoid include questions about: Age Gender Race Religion Family Status Ethnicity / National Origin Disability Political Affiliation ..or any other category protected by State or Federal Law

Know Yourself!! What are the buttons that push you? Nobody is free from stereotyping…what are yours? ..even if they are trivial? How to avoid Stereotyping traps during the interview process

Common Interviewing Traps The Halo Effect

Common Interviewing Traps The Horn Effect

Interviewing Basics

Building Rapport In each Interview you still will always keep the employee and customer experience in the forefront. Make the applicant feel comfortable Small talk is the natural way to start a conversation but …remember, even during rapport building questions about protected information are not discussed even in a friendly “small talk’ environment. Every applicant – even if not hired – is a potential customer and deserves that level of treatment.

Open Versus Closed Questions Open ended questions ask for an explanation Closed ended questions ask for a one-word-answer. Both can be useful A combination of both questions can be effective.

Open Versus Closed Questions Let’s Try It!

Silence and Probing Questions If they don’t answer….wait for an answer.. DO NOT BE AFRAID OF SILENCE.. If they don’t fully answer, it is time for probing questions… Avoid the use of the word “Why..” Get to specifics by using what, when, how, and where instead.

Behavioral Interviewing Style and Advantages

Behavioral Interviewing Behavioral Interviewing Models are based on the knowledge that a person’s past behavior is the best indicator of future behavior. Behavioral Interviewing asks for concrete and real world examples from the applicant and does not ask the applicant to “speculate” on a fictional scenario. Behavioral interviewing avoids “hypothetical” scenarios. Behavioral Interviewing calls for a “full story” response. Not a one sentence answer. Preset questions are not necessarily ALL the questions you ask…..

Behavioral Style….and probing Question: Tell me about a time when…? Probing questions: And what happened next? How did that end up? Were you recognized for your efforts? Would you do anything differently?

Behavioral Interview Questions and Probing Let’s Try It!

Building the Interview : Competencies

Competencies Different Positions require different competencies which will indicate a likelihood of a person being successful in that position. Behavioral Interview questions are written to focus the BEHAVIORS that support those Competencies. Competencies are generally transferrable skills, but may be specific skills if a position requires a specific skill set (i.e. Automotive Tech).

Sample Competencies Communication Skills and Rapport Building Organizational Skills Problem Solving Time Management Persuasive Skills Stress Management Team Work Goal Oriented Customer Focus Detail Oriented Work Ethic

Mock Interview Pair Up Each person will ask one question of the other. Applicants, be helpful but force your “interviewer” to practice asking Probing Questions.

Debrief Questions? Concerns? Conclusion