Behavior Based Interviewing

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					  Behavior-Based Interviewing

   “Creating a High-Performance Team
by Selecting the Right Person for the Job”

                        Don Sanders,
                        Chief, Employment Section
    What is “Behavior-Based Interviewing?

   The most accurate predictor of future performance
    is past performance in a similar situation.

   It provides a more objective set of facts to make
    employment decisions than other interviewing

   Instead of general questions such as "Tell me
    about yourself," behavioral interviewing is much
    more probing and works very differently.
       Important Points About Behavior
            Based Interviewing:

   In the interview, your response needs to be
    specific and detailed.

   Tell them about a particular situation that relates
    specifically to the question, and the skills they
    have indicated they are looking for.

   Tell them briefly the situation, what you did
    specifically, and the positive result or outcome
    (quantify if at all possible).
Preparing Your Response
   Your resume will serve as a good guide when answering
    these questions.

   Refresh your memory regarding your achievements in the
    past couple of years.

   Demonstration of the desired behaviors may be proven in
    many ways.

   Use examples from past internships, classes, activities,
    team involvement, community service and work experience.

   Use examples of which you may be especially proud such
    as running a marathon or running for student body
Engage the Interviewer When Appropriate

   Always listen carefully to the question

   Ask for clarification if necessary

   Make sure you answer the question
       Frame Your Response
    Using a Three-Step Process:

    Situation

    Action

    Results/outcome

For example, the interviewee tells a story for a
few minutes; then, the interviewer will pick apart
the story to try to get at the specific behavior(s)
that they are looking for or looking to avoid.
Situation (Cont’d)

Your interview preparation should include
identifying examples of situations where
you have demonstrated the behaviors for a
given organization.
    The interviewer can probe further
    for more depth or detail:

   "What were you thinking at that point?"

   "Tell me more about your meeting with that
    person," or

   "Lead me through your decision-making

   How did you assess the situation?

   What steps did you take to address the

   Present your actions in a manner to exhibit
    your strengths.
        Results / Outcome
   Should be measurable/quantifiable

   Achieve the objective

   Add value to the organization

   Align with the vision of the organization
Executive Core Qualifications

   Leading Change

   Leading People

   Results-Driven

   Business Acumen

   Building Coalitions / Communications
         Leading Change

   Continual Learning
   Creativity/Innovation
   External Awareness
   Flexibility
   Resilience
   Service
   Motivation
   Strategic Thinking
   Vision
         Leading People

   Conflict Management

   Leveraging Diversity

   Integrity/Honesty

   Team Building

   Accountability
   Customer Service
   Decisiveness
   Entrepreneurship
   Problem Solving
   Technical Credibility
     Business Acumen

   Financial Management

   Human Resources Management

   Technology Management
Building Coalitions/ Communications

      Influencing/Negotiating

      Interpersonal Skills

      Oral Communication

      Partnering

      Political Savvy

      Written Communication

   “Creating a High-Performance Team
by Selecting the Right Person for the Job”

                        Don Sanders,
                        Chief, Employment Section

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