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Structured Behavioural Interviewing (COMPETENCY BASED)
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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
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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!
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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
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Weaknesses Can be exhausting for the candidates If not well coordinated, repeated questions can occur More time consuming Not all candidates have experience
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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
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Tips For Preparation Make note of previous experiences (what you learnt and what happened) Look at personal specification and job description
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References ADOA-HRD (2015) Structured Behavioural Interviews [Online] Accessed At: http://www.hr.az.gov/Employment/EMP_StructuredBehavioralInterview.asp [Thursday 5th November 2015]. http://www.hr.az.gov/Employment/EMP_StructuredBehavioralInterview.asp INTERVIEW QUESTIONS (2015) Behavioural Interviewing [Online] Accessed At: http://www.interview-questions.org/hrguide/behavioral_interviewing.htm [Thursday 5th November 2015]. http://www.interview-questions.org/hrguide/behavioral_interviewing.htm
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