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Behavioral Interviewing

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Constantine Shulikov

on 26 August 2013

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Transcript of Behavioral Interviewing

1. Prepare
3. Question
2. Set the

4. Close
5. Evaluate
At your table, discuss reasons behind bad hires
Chart your responses on chart paper
Hang your chart paper

Describe behavioral interviewing and its effect on the recruiting process

Recognize the alignment of behavioral interviewing based questions and our core competencies

Apply the 5 steps of behavioral interviews

Demonstrate the appropriate behavioral interviewing steps by conducting an interview
Cover all objectives
Prepare for your assessment
How would you define traditional interviewing?
Questions are typically straight forward and allow the candidate to tell you about themselves

Questions tend to seek opinions, not evidence of past behavior

Traditional interviews can be:
Inconsistent between different candidates

The interviewer may:
Or may not take notes
Be the only interviewer
Ask questions that are not legally defensible

The Interviewer might make their decision simply on the candidates appearance or likability - not the specific attributes and abilities needed to be successful for a particular job.
What are the advantages of

Customer Leadership
Acts with
Innovates and
Prudent Risks
Diversity &
Strategic Results Leadership
People Leadership
Operations/Business Leadership
Healthy, Happy, Creating Value Together
Leadership Model: Themes & Pillars
Items you need to prepare for an interview
Questions you should ask yourself:
Why is this position being filled?

What's missing on this team?

What do our customer need, require and expect?

What skills am I willing to train on, and what skills do I need to hire for?
Think about your most recent candidate or an upcoming interview

Document your answers in in your Participant Guide.

Take 5 minutes!

Similarity Bias

Contrast Effect

Nonverbal Bias

First Impression Bias

Halo/Horn Effect
Stereotyping is when generalized opinions are formed of how certain people or categories of people feel or act. Stereotyping goes far beyond race and gender. We all have opinions, but you could cheat yourself out of a good employee by judging a person according to an artificial image and the prejudice it creates.
Similarity Bias
Definition here
Contrast Effect
Nonverbal Bias
Nonverbal Bias occurs when an interviewer is influenced by body language and places undue emphasis on the nonverbal cues.

First Impression Bias
Placing too much emphasis on the first impression of the candidate rather than their responses throughout the interview.

Halo/Horn Effect Bias
This is the tendency to make general conclusions, either negative or positive based on limited information. If you judge the candidate favorably because of one good trait, it’s called the halo effect. If you judge a candidate unfavorably, it’s called the horn effect.
Review the resumes and the questions in the interview guide.

• Grammar, spelling, punctuation and formatting errors.
• “How will this person fit on my team?”
• “What are their strengths?”
• “What are their gaps?”
• “What points align to our competencies?”

• Paid attention, listened carefully during the entire interview and required little clarification
• Maintained steady eye contact as appropriate
• Gave direct responses to the specific questions asked, without falling off topic or changing the subject
• Used appropriate language that was free of slang
• Politely asked for clarification of questions when necessary
• Applicant’s speech was clear and easy to understand
• Did not interrupt the speaker
• Communicated in confident, professional manner at all times, using an appropriate tone of voice
• Demonstrated strong nonverbal communication skills (i.e., nodded to acknowledge understanding)
• Used alternative explanations as needed to ensure comprehension
• Made adjustments in delivery to adapt to listener understanding or ability
• Asked listeners if there were questions and addressed them

Key Behaviors of
Communicates with Credibility
5 Step of Behavioral Interviewing
Write down one of your fears
Fold your paper in half
Give your paper to the facilitator
Behavioral Interviewing
Certification Program
Describe the characteristics of behavioral interviewing
Asks the same set of questions to every candidate being interviewed for the same position

Answers are scored consistently for all candidates

Usually involves more than one interviewer

Results are evaluated objectively and scored

What is the advantage of
What are the advantages of
What about
, what does that mean in this context?
What is meant by
Have a clear idea of what you want your end result to look like
Review the candidate’s resume
Schedule a meeting with the Human Resource manager to review any necessary accommodations if a disability is noted
Spend time familiarizing yourself with the content of the interview guide, including interview questions and the behavioral indicators on the rating scales
Spend time reviewing the job description and specific skills that are required to perform the job
Think about what type of answers you are likely to hear, and what kinds of behaviors would earn certain ratings
Practice what you will say and anticipate possible answers
Bring the interview guide with you to the interview to take notes on
Explain the purpose of the interview.
Tell the candidate how long the interview should take, how much time they should spend on each question, and that they will have the opportunity to ask questions at the end of the interview.
Advise the candidate that you will be listening to their responses and taking notes to better remember what was said after the interview is over.
Ask the candidate to frame their responses in the Situation, Behavior, and Outcome (SBO) format.
Let the candidate know that it’s okay if they need to take a few moments to gather their thoughts and to think through their responses.
Ask if the candidate has any questions before beginning.
Key points to share with the candidate
Place holder for video 1
Place holder for video 2
Ask all and only the questions from the interview guide

Give the candidate enough time to respond and develop an example

Document the Situation, Behavior and Outcome

Promote reassurance by smiling and nodding throughout

Keep the interview on track

Questioning Process
Part 1
Turn to the person next to you and stare into each other’s eyes for
10 seconds!

Part 2
Turn to page 21 in Participant Guides
Listen for question
Write answer down within 10 seconds

To document the Situation, Behavior, and Outcome you will need to:
Place holder for "Everybody Loves Raymond clip"
Listen to three excerpts from interviews

Test your active listening skills by answering questions presented by the facilitator

Take notes in your Participant Guides

Interview Excerpt #1
Interview Excerpt #2
Interview Excerpt #3
Ask your partner the question

Partner to answer using the answer on their card

Clarify their response

Switch roles
What was the situation?

What did it look like?

What steps did you take?

What was your role?

How did you accomplish that?

Can you tell me more about that?
Probing Questions
Place holder for probing video
Make them as conversational as possible

Ask open-ended questions

Be specific, ask the candidate exactly what you need to know
Probing Question Tips
• Actively listen

• Rephrase, clarify or ask probing questions to get complete answers from the candidate

• Take organized notes
Group 1
will focus on making their questions as conversational as possible

Group 2
will ask all open-ended questions

Group 3
will be specific with their questions, asking me exactly what you need to know

What is your favorite season?
Good note characteristics


Job related

Void of assumptions, labels, and personal descriptions

Break into groups

Review the cards with contrasting note examples

Determine which characteristic and its opposite the note represents

Tape your cards on the correct flip chart

Audio clip for documentation practice
Break into pairs

Each pair will receive two sets of cards
Two purple question cards, two pink answer cards

Partner 1 will ask the question on the purple card

Partner 2 will answer the question using the appropriate pink card

Partner 1 will keep Partner 2 on track by using redirecting phrases and techniques

Switch roles

Proper steps close an interview
Ask the candidate if they have any questions for you

Tell them the next steps in the Interview Process
For example, tell them who will be communicating hiring decisions and let them know the timeframe for when decisions will be made

Maintain eye contact, a professional tone, and proper body language

Thank the candidate for their time

For internal candidates, ask the candidate to keep the details of the interview confidential

Proper steps close an interview
anything evaluative
“You did a great job!” or “You will be a perfect fit.”

making promises or offer reassurances that could be misconstrued.
“We will be in contact with you tomorrow.”

Video/audio illustrating a proper interview closing
Give me an example of a time when you took a risk with a unique solution in order to achieve a goal.
What was the outcome?
Tell me about a time when you made a lasting impression on a customer.
Tell me about a time when you had to shift priorities or adjust plans to respond to a high priority situation.
Contrast effect is when you compare candidates to each other or compare all candidates to a single candidate.

Behavioral Interviewing
5 Steps
Complete your interview assessment
Meet with facilitator individually to review assessment and receive certification results
Collects job-relevant data from past experience

Asks for specific actions and results from past behaviors
Similarity Bias
Constrast Effect
Nonverbal Bias
First Impression Bias
Halo/Horn Effect
Full transcript