![]() Article By: Bill Vogel, PHR Posted: April 21, 2018 From: VirtualHRPros.com You received an abundant amount of resumés after publicizing your job opening on social media and internet job boards. You collected all the resumés using an efficient applicant tracking system and reviewed several potential candidates. After the resumé reviews you contacted several hopeful contenders for the job and prescreened them over the telephone. The search has narrowed to three applicants and you’re ready to schedule face-to-face meetings. But wait, have you written job competency questions for the behavioral interview yet? Behavioral interviewing techniques go beyond understanding the technical and functional experience applicants must have for a job. Behavioral interviewing reveals the job competency experience, or the behavioral requirements and expectations while on the job. Job competencies such as good communication skills, ability to work in teams, and perform well under pressure are behaviors not easily revealed during an interview. By following these basic steps for each behavioral based interview question, a savvy hiring managers can learn about an applicant’s behavior before extending a job offer:
Open ended questions – The first step in behavior-based interviewing is developing open ended question from the job description’s list of required skills. For example, ask a situational question such as, “Tell me about your most difficult customer?” will help reveal how an applicant works under pressure. Specific questions– Second, inquire about detailed information using follow up questions. For example, a question such as, “What options did you have in your position to negotiate acceptable terms with a difficult customers?” will help reveal the applicant’s actual role. Action question– Next, ask the applicant to list the steps taken in a specific situation that helped achieve a resolution. For example, “What steps did you take to satisfy the difficult customer?” will reveal the applicant’s ability to succeed or fail under pressures from difficult situations. Result question– Finally, ask the applicant about the final outcome of the situation. For example, “What did you learn about dealing with this difficult customer?” is a question that will reveal what the applicant gained from the experience. The integrity of the answers may be an issue, but if an applicant displays confidence in their body language and verbal delivery when answering behavioral questions, they are likely telling truth. Unlike biographical interview questions, which are questions framed from the resumé, job candidates cannot bring predetermined answers to a behavioral interview. This is because behavioral interview questions are based on the job description not the resumé. The internet has an unending supply of canned interview questions commonly asked by hiring managers. In turn, the internet also has a surplus of answers that help jobseekers answer canned questions, thereby providing an opportunity to present inaccurate skills during an interview. With behavioral interviewing there are no canned questions or answers, which is a method that accurately determines how an applicant will perform on the job. At Virtual HR Pros we have resources for managers to help them improve their recruiting and hiring strategies. As always, get help from a qualified HR Professional if you think your business is at risk, or needs help developing policies, procedures, and training courses to assist with workplace compliance requirements.
0 Comments
Leave a Reply. |