Behavior Interviewing

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					        Behavior Based Interviewing

Planning an Interview
Behavior-based Interviewing
Interviewing Questions (Appropriate & Inappropriate)
Hiring Decisions

  Human Resources                                      1
  May, 2002
                         Behavior-Based Interviewing

Explanation of   Behavior-based interviewing looks at taking job related experiences of the
Behavior-Based   past (behaviors) to make good decisions. It is about uncovering an
Interviewing     candidate's past work behavior because it is the best indicator to their future
                 work behavior. Additionally, behavior-based interviewing will help you
                 make decisions about the candidate based solely on job-related information-
                 not your own intuition.

   Human Resources                                                                                 2
   May, 2002
                                 Planning an Interview

Planning for an   Effective planning results in an efficient process and a better selection
interview         decision. Here are some tips for effective planning:

                       Know the schedule - Where is the candidate going after he/she meets with
                      you? Do you need to bring them somewhere, or is someone coming to pick
                      them up?
                       Prepare questions before the interview.
                       In a group interview, plan out the interview ahead of time as a group.
                       In a situation where you are one of multiple people on your team
                      interviewing the same candidate, plan who will ask which questions.
                       Interview the candidate -- do not get interviewed by them.
                       Make fact based decisions based on information collected throughout the
                      entire interview.
                       Keep the interviews short, concise, and on schedule. Understand that the
                      candidate most likely has a schedule of interviews, and you are one person
                      on the list. A day of interviewing can be draining to the candidate, nerves
                      are high, and people are trying to make a good impression.
                       Be considerate of other people who may be interviewing after you. Try
                      not to run over the allotted time, as scheduling can be tight.

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   May, 2002
                               Interviewing Questions

Multiple           Considering that several people may be meeting with the candidate, it is
interviewers for   important to be aware of which questions may be repeated, who will ask
one candidate      which questions, and the types of questions to avoid.

HR’s Role          The Human Resources department will ask a series of questions, which are
                   focused more on employment and St. John Fisher College.

                   Examples of these questions are:
                   Reasons for leaving current and previous jobs
                   Career path
                   Desired type of position
                   Available start date
                   Relocation requirements if applicable
                   Work location preference
                   Basic technical skills and knowledge

                   Other topics discussed:
                   Hiring process/Timelines
                   College history and culture

                   Human Resources is responsible for working with any agencies, signing
                   agreements, negotiating fees etc. All calls from headhunters and agencies
                   should be directed to the Human Resources Department.

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   May, 2002
                              Interviewing Questions

Questions and     It is inappropriate, and may be unlawful, to ask certain questions during an
Topics to avoid   interview and you should be aware of these prior to an interview. Many
                  questions can be asked after a person is hired, but asking before a person is
                  hired could cause legal ramifications.

Examples          Following are some examples of topics that should be avoided.
                   Age
                   Personal life (marriage-including maiden name, spouse, children, home
                   Race, national origin
                   Religion
                   Citizenship (do not assume person is/is not a citizen)
                   Arrest Records
                   Disabilities

Disability        One extremely sensitive area during an interview can be that of disability.
                   Some disabilities can be visually obvious, while others may not. If you are
                   talking with someone who has a noticeable disability, such as a missing
                   limb, it is not legal to ask about it. You can explain the functions of the job,
                   and ask the candidate whether he/she would be able to perform them.

                  If the candidate discusses their disability with you, they may want to ask
                  about accommodations needed.

                  If you feel further explanation is necessary, please contact Human Resources.

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   May, 2002
                            Interviewing Questions

Questions you   Questions that candidates may ask you are common as well. You may get
may get asked    questions about the following:

                   Working environment
                   A typical day in our office
                   Pros/Cons of St. John Fisher College
                   Average age/experience level of our employees

                It’s a good idea to have some answers prepared in case these questions arise.
                If you are asked a question that makes you feel uncomfortable, or that you
                don't know how to respond, tell the candidate you are unsure, and that it
                might be a better question for Human Resources.

   Human Resources                                                                              6
   May, 2002
                            Interviewing Questions

Avoid Closed    Avoid asking questions that can be answered by a single word. Single-word
Ended           answers don’t give you much information, and they don’t' give the candidate
Questions       an opportunity to tell you all you need to know about that person.

                Examples of questions that don't provide you with much valid information

                   Do you like working with people?
                   Did you like your last job?
                   Do you like working with PCs?

Open Ended      Instead of asking questions that can be answered with just a single word, you
Questions Are   want to pose questions that invite the candidate to talk about what he or she
Beneficial      has done in the past. As the candidate talks, you have an opportunity to get
                the information you need in order to make an informed hiring decision.

                Use open-ended questions that ask for specific examples of past job behavior.
                Past behavior is the best indicator of future performance. This means asking
                focused questions that prompt the candidate to talk about past job experiences
                in very specific detail.

                Instead of asking hypothetical questions about how the candidate might
                handle some future task, ask specifically how the candidate handled
                something similar in his or her past position. Since past behavior is the best
                indicator of future performance, you want to get the candidate talking about
                how he or she handled situations similar to those that will be experienced in
                the new job. Keep your questions focused and ask for specific information.

                Here are some examples:

                  What have you done to make your job or your area more efficient or
                 This job involves dealing with difficult clients. Think of a time when you
                 had to deal with a difficult customer and tell me what you did.

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   May, 2002
                                After the Interview

Documenting     Documentation is very important in the interview process. It is an important
the Interview   tool for many reasons, one being a great way for you to recall certain things
                about each candidate. Often there will be several candidates interviewed for
                one position, and after so many hours of interviews, it can be confusing as to
                who said what.

                Certain things cannot be documented legally, and audits can take place to
                ensure our college is recording proper facts and observations of our

Good and Bad    It is important for you to document your thoughts clearly. An effective
Note-taking     interview will have good notes to document it. Here are some examples of
                good and bad note-taking.

                Good notes should be:
                 Brief
                 Specific
                 Job Related

                Bad notes are:
                  Lengthy
                  General
                  Personal (not job related)

Hiring          Interviewers have a very important job in today’s business environment.
decisions       Interviewing and selecting the right personnel is one of the most critical
                things you must do to reach organizational goals. The hiring decisions made
                today will influence the college for a long time to come. Because of this,
                organizations cannot afford to base hiring decisions on gut feelings. As
                interviewers, you’ll need a system to help ensure you make the right hiring
                decisions and rely on “more than a gut feeling”.

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