Work is different. Jobs have changed. Has your selection system kept up? Every job candidate brings a different “briefcase” with unique knowledge, skills, and abilities to a job interview. It is your job to properly identify and evaluate the contents.
Job interviews aren’t as cut and dry as they once were. The behavioral style job interview focuses primarily on an applicant’s skills and past experience. Behavioral interviews are based on the premise that your past behavior is the most reliable indicator of your future response in a similar situation.
Questions shy away from hypothetical scenarios like, “How would you deal with an angry customer?” or “How would you communicate to your boss that you disagreed?” Traditional interviews have also included questions such as: Tell me about yourself. What are your strengths and weaknesses? Why are you interested in working for us?
Instead, they ask the applicant to draw on your actual life experiences – e.g., “Give me an example of an important goal which you had set in the past and tell me about your success in reaching it.” “When you’ve had to juggle numerous projects at once, how did you ensure that nothing slipped through the cracks?” or “Tell me about a time when you had to work with someone you didn’t like or agree with.”
A behavioral-based interview is designed to make the candidates think on their feet. Interviewers don’t ask typical questions that can be easily prepared for in advance. For instance, “Where do you want to be in five years?”
During behavioral style interviews, you will probe for specific details and ask candidates to recall specific successes and/or failures in their experiences so you can easily assess their hands-on knowledge.
Participants in this workshop will discuss motivational fit, legal credibility, the benefits of an interview guide, how to successfully choose the right candidate and spend time practicing the interview skills they have learned. Participants will be shown how to: focus on the most crucial job competencies, get the most out of time spent with a candidate, spend only minimal time preparing for an interview, eliminate unnecessary overlap with other interviewers, take comprehensive notes quickly and easily, efficiently evaluate and integrate candidate data with other interviewers.
When Targeted Selection is implemented as recommended, it meets the requirements of a legally credible selection system and has never been challenged successfully in court. It is the most proven and accurate behavior-based selection system in the world.
Participants build the interviewing skills and confidence that lead to more accurate selection decisions, and increase the efficiency and effectiveness of the selection process. Remembering that a hiring mistake costs an estimated 40-60% of the positions total annual compensation, you may ask yourself, “Is it worth my time to attend this workshop?” Obviously YES!