1. Behavioral Interview Training
For Managers

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

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

4. Legalities and Pitfalls

5. 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

6. 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

7. Common Interviewing Traps
The Halo Effect

8. Common Interviewing Traps
The Horn Effect

9. Interviewing Basics

10. 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.

11. 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.

12. Open Versus Closed Questions
Let’s Try It!

13. 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.

14. Behavioral Interviewing Style and Advantages

15. 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…..

16. 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?

17. Behavioral Interview Questions and Probing
Let’s Try It!

18. Building the Interview : Competencies

19. 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).

20. 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

21. 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.

22. Debrief
Questions?
Concerns?
Conclusion