Behavior-Based Interviewing
1/ 10/17/2006
Objectives
Structuring the interview
Introduction/warm-up Breaking the ice 3 minutes
Recording Interview results Interview preparation 5 minutes
Setting the ground rules 2 minutes
0
5 10
45
Close interview 2 minutes
Answer questions 3 minutes
15 20 35 30 25
Gathering information Key competencies 30 minutes
40
2/ 10/17/2006
Prior to the Interview
Understand who you are with respect to: Values what you want from a career and what you are willing to give up to get it. what skills you bring to the marketplace as a worker.
Strengths –
Weaknesses - what skills and/or personal characteristics need to be improved.
Interests –
what field excites you and where you can make the most contributions.
3/ 10/17/2006
Concept: Behavior-Based Interviewing
That past behavior is the best predictor of future behavior… that more recent behavior is a better predictor of future behavior than older behavior, and that long standing trends are better predictors of behavior than isolated incidents.
4/ 10/17/2006
What should you do to prepare for the interview?
• Analyze the job or position being interviewed for. Determine the skills required.
5/ 10/17/2006
• Evaluate your own background to identify your skills and experience related to the job description.
Develop – and rehearse – brief scenarios about how you used those skills each illustrating a specific activity or task required by the job. Each “story” should explain the problem and your solution, and give the results in quantified terms if possible. i.e. – increased output by 20% – developed a six sigma process for x widget during the weekend.
6/ 10/17/2006
• Be prepared to provide examples of occasions when results were different than expected. Your skill in handling failure as well as success will be probed. – Share with me a time when you were disappointed with your performance. Describe the situation. – How did you handle it?
– Describe a gap between what you learned in a class and a practical application. – How did you recognize the inconsistency? – What did you do about it?
7/ 10/17/2006
• Be prepared for questions asking for more detail than you’ve already given. – How …. – Why …. – Think of a specific time that happened and …. – What was your specific role?
8/ 10/17/2006
• Identify 3 to 5 top selling points – attributes that set you apart from other candidates – and be sure you get the chance to point them out in the interview. – Led a team of 5 to win 1st place in the GE Aircraft Engine Design Contest …. – Started a small summer painting business and grew it to 5 employees in 2 years. – Was able to graduate with a 3.8/4.0 GPA while working 30 hours per week, play lacrosse, and hold officer positions in 3 organizations.
9/ 10/17/2006
What can the interviewer expect from you:
• Appropriate attire • An understanding of the organization and the position • Energy – active/assertive/enthusiastic • Arrive to the interview on time
• Use a firm but not a crushing handshake
• Good eye contact • Smile, appear confident, composed • Do not ramble. Be specific about events/challenges/outcomes • Bring extra copies of your resume
• Valid questions
10 / 10/17/2006
What can you expect from the Interviewer.
• Concern for your well being • Will take notes
• Fairness
• May interrupt you • Stays on time • Professional • Focused • Open ended questions – Tell me about a time when …. – Describe a situation …. – Give me an example of …. • Probing questions – How – Why – What was your specific role
11 / 10/17/2006