1. Selecting the Right Person Benefits of Behavioral Interviewing

2. 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

3. Interviewing Skills Motivation Communication Performance Management Influence

4. 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?

5. Common Communication Obstacles Prejudice Stereotypes Feelings Culture Language

6. 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

7. Person/Job Fit

8. Resume Issues Gaps Progression Multiple jobs/companies Lack of experience Special interest/hobbies Responsibilities vs. results

9. INTERVIEW ADMINISTRATION  Panel  Sequential  One-on-One  Directive  Non-Directive

10. QUESTION TYPES Knowledge/Experience Motivation Credential and Technical Self-evaluation

11. COMMON MISTAKES  Procrastination  Halo effect  Best fit-best person?  Asking leading questions  Talking too much

12. 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

13. 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

14. 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……

15. 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)

16. STAR Formula S---Situation T---Task A---Action R---Results

17. 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

18. 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

19. message feedback Sender Channels Receiver Motives Competing messages

20. JOB ANALYSIS Job Description Job Specification Recruiting/Selection Appraisal Compensation Training