Behavioral Interviewing Guide: A Practical, Structured Approach For Conducting Effective Selection Interviews.
by Tom S. Turner
The Behavioral Interview Guide explains steps involved and provides the necessary guides and behavioral questions to conduct interviews that will improve the accuracy of your hiring and promotional decisions.
Is your organization using the most effective type of interviewing in your hiring and promotional processes? Selection research results indicate that the most valid type of interview to use is a structured, behavioral interview that is focused on the success related knowledge, skills and personal qualities. Behavioral Interviewing Guide provides you with a practical step-by-step approach for planning, conducting and evaluating a structured, behavioral interview. Some of the many supporting documents, guides and techniques included in the book are:
Selection criteria definitions, Twenty five pages of categorized behavioral questions, Generic interview guides for both management and non-management positions, Self assessment quiz, and; Generic behavioural background/reference check guide. Also incorporated into the guide are the interviewing best practices of predetermining selection criteria, using a team/panel of interviewers, using a structured guide, using a quantitative rating scale to evaluate candidates, reaching consensus evaluations, and completing behavioral background checks.
The Behavioral Interview Guide explains how to:
Properly prepare for the interview. Prepare good behavioral questions Conduct the interview. Create a good interview atmosphere. Ask follow-up questions to get a complete answer. Take thorough notes Handle unusual interview situations. Evaluate the candidate's answers. Rating the suitability of candidates. Conduct behavioural background checks.
By using the practices and techniques presented in the Behavioral Interview Guide you will hire or promote good performers more often. Is it worth it? You bet! Selection research studies indicate good workers can do twice as much work as poor workers. In addition, each year a good worker is with an organization, they contribute a monetary value equivalent in the range of 70% to 140% of their annual salary. Better selection and interviewing practices also significantly reduce the huge monetary and emotional costs associated with hiring or promoting poor performers. Bad decisions, equipment/material damage, accidents, customer complaints, low morale, legal fees, overtime wages and replacement hiring fees are just some of the substantial costs associated with hiring or promoting poor workers.
The behavioral interview is based on the practical assumption that a person's past behavior will predict their future behavior. If a person has demonstrated strong initiative, work standards, ability to learn, judgment, flexibility, honesty, attendance etc. in past positions, they will, in all probability, continue to show the same behavior in future positions. Consequently, the challenge of selection interviewers to ask specific, behavioral questions that will elicit positive and negative examples of a candidate's past behavior relative to the position's critical success competencies. The Behavioral Interview Guide provides you with hundreds of good behavioral questions to choose from and explains the necessary structure and steps to ensure interview success.
A content outline of the Behavioral Interview Guide follows:
* Essential Selection Interviewing Information
* Essential selection interviewing information
* Types of interviews
* What makes an interview valid
* The behavioral interview paradigm
* Unionized work environments
Preparing For The Interview
* Determine interview format and select interviewers
* Determine the interview focus by identifying and defining selection criteria/competencies
* Types of criteria
* Legal considerations
* Methods for identifying criteria
* Core selection criteria
* Prepare the behavioral questions and interview guide
* How to prepare behavioral questions
* Questions to avoid using
* Testing your question I.Q.
* A special case - stress questions
* How many questions per criterion/competency?
* How much time per criterion/competency?
* Preparing the interview guide
* Determine how the rating scale will be used and how the calculations will be made
* Determine interviewer roles and question sequencing
* Schedule interviews, arrange for interview room, and copy required documents
* Reading the candidate's application documents
Conducting The Interview
* Steps to follow while conducting the interview
* Techniques for asking follow-up questions, taking notes, creating a good atmosphere, handling unusual interview situations and managing the timing.
Evaluating The Interview
* Classifying and rating the noted interview behavior under the appropriate criteria/competencies.
* Reaching a consensus rating with other interviewers.
* Comparing candidates and making decision.
* Completing required administrative tasks.
* Who should do the reference check?
* Whom to contact?
* What method of communication?
* How should a behavioral telephone background check be done?
* How many checks?
Informing Candidates Of Results
* Informing successful candidate
* Informing unsuccessful candidates
* Generic Interview Guides - Management and Non-management
* Selection criteria definitions (#18) - personality attributes, abilities and skills and knowledge.
* Behavioral questions by selection criteria. (#315)
* Example candidate rating summary sheet
* Telephone reference check guide.
Tom Turner is an independent consultant to management providing selection, assessment and training services to a wide variety of private and public sector clients. During his thirty plus years' of consulting experience Tom has acquired extensive knowledge and skills in Behavioral Interviewing and Assessment Center selection methodologies. He has worked extensively with the behavioral interview from its origins as a single Assessment Center exercise to its current application as a stand-alone assessment method. Tom has applied behavioral interviewing methodology to a wide variety of hiring and promotional situations and has trained thousands of people on how to plan, conduct and evaluate an effective behavioral interview. Tom is a professionally Certified Management Consultant (C.M.C.). He has completed a Bachelor of Arts degree in Psychology and Economics and a Masters degree in Business Administration specializing in Organizational Behaviour. Tom has published numerous articles for professional journals and business magazines.