Behavioral Interviewing

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Behavioral Interviewing

Leaders are known by the people they hire. This program gives an organization and its managers the ability to make the right hiring decisions and avoid costly mistakes. It helps build competency-based & behaviour based interviewing skills using the principle that past and present behaviour is the best predictor of employee's retention and performance.


We the increasing crunch of the resources and time, personnel selection has really become a challenge for all the organizations. As a manager or HR personnel you want to hire the right candidate for the job so that there are no regrets at a later stage.


In traditional interviewing process usually imaginary situations are given to analyse the candidates performance and ability to deal the situation. However, traditional way of interviewing does not guarantee that the candidates will deal a similar situation in the future, the same way they assured during the interview process. This is chiefly because, first, the situation was imaginary and second, the candidate would have overstated his/her statement during the interview process.


Behavioral interviewing focuses on a candidate’s past experiences instead of the future behavior. Answers to behavioral interview questions should provide verifiable, concrete evidence as to how a candidate has dealt with issues in the past. This information often reveals a candidate’s actual level of experience and his or her potential to handle similar situations in your organization. In addition, the behavioral interviewing method falls under the category of structured interviews.


The main purpose of structured interviewing is to objectively match candidates to and compare candidates for positions by asking a specific set of job-relevant questions and using the same set of pre-determined rating scales to evaluate all candidates. Thus, structured interviewing is not only effective for making a hiring decision, it can be crucial in defending against allegations of discrimination in hiring and selection.


Based on this fact managers adopt behavioral interviewing techniques that would equip them with strategies and tools to choose the right candidate. This program will enable managers, HR personnel and all senior professionals to imply effective strategies of behavioral interviewing in order to make hiring process result oriented.


Objectives
  • Make right hiring decisions by avoiding costly mistakes
  • Establish key pointers from the past and present behavior patterns of the candidate
  • Establish fitment to the organization’s culture and values
  • Establish the candidate’s strengths and weaknesses to establish fitment to the role and tacit expectations.
  • Make the interviewing process consistent, diligent and effective for best results.
  • Organize and develop the work of employees.
  • Recruit and select the best employees.
  • Minimizing the attrition rate.
Program Outline
  • The importance of behavioral interviewing vs. other methods
  • 4 steps of interviewing
  • Tools and techniques for interviewing
  • Avoiding legal pitfalls in interviewing
  • Dealing with difficult candidates
  • STAR Model: This is a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of the situation.
  • Competency based Interviewing.
  • Questioning Techniques.
This program is available in a one day and a two day format