Behavior-based Interviewing

Behavior-based interviewing is a process of systematically collecting evidence of a job candidate's ability to perform those aspects of a

position critical to successful job performance. It is based on a single principle - past performance (or behavior) is the most reliable

predictor of future performance. Candidate ratings are based on factual evidence of past behaviors

which are then compared to the benchmark skills for success. All candidates are assessed on the same critical skills and abilities by

following a focused and structured interview protocol specifically

designed for the position.

Fenestra’s technology platform for Behavior-based Interviews includes:

Competency selection from COMPLeteTM, Fenestra’s Competency Library Selection of interview questions from among a pre-screened series of questions related to the competencies chosen

Automatic creation of a customized interview template based on selected competencies and questions

Automatic creation of evaluation forms based on selected competencies and questions

Integration with other Fenestra screening tools, such as COMPLeteTM, E-

valuationTM Assessment Centers, and Development Planning tools designed to direct development

Benefits of Behavior-based Interviews:

Based on competencies critical for success

Ensure job relatedness Behavioral questions discourage faking and unrealistic answers

Provide an objective assessment of candidate's strengths and skill deficits Reduce common interviewer rating errors Minimize costs associated with poor selection decisions

Behavior Based Interview Tool Development

An interview and rating system can be designed to provide individuals

responsible for making hiring decisions with the tools to select the best job candidates. The interview and evaluation focus is on past

performance and demonstrated skills and abilities. Consistency and

standardization of the interview make selection decisions most

objective and minimize ambiguity and subjectivity.

Developed Tools include:

A structured series of interview questions • based on critical competencies that elicit information about a

candidate's past behavior

Benchmark behaviors • to evaluate each candidate's competency based strengths and

weaknesses An Interview Guide

• that provides an overview of the interview process, what to look for, how to get at the necessary information, how to evaluate answers, interviewing “tips and “traps,” legal “do's and don'ts”

Delivery Options:

Client interviewers

• Training can be delivered on-site to intact work groups responsible for hiring

• Training can be customized for the position • Recommended group size is 15-20 • Individuals can participate in one of the regularly scheduled training

sessions offered by Fenestra Fenestra interviewers

• Fenestra's behaviorally-trained interviewers can conduct interviews for any position

The Use of Behavioral Anchors

The Benefits of Behavioral Anchors:

Ensures evaluations are most objective Focuses evaluations on competencies critical for success

Provides an objective assessment of candidate's strengths and skill deficits

Reduces common interviewer rating errors, ambiguity and subjectivity Provides a consistent, standardized tool for assessment Separates behavioral from “other” information

Interview Litigation:

The Uniform Guidelines for Selection identifies interviews as tests

Structured Interviews with behavioral anchors receive less scrutiny in court because they are more objective, reliable, and less subject to bias

Courts tend to favor employer decisions when they use specific, rather than general, criteria

Judgment for the employer is 11 times more likely when an interview is structured and job-related

Behavioral anchors increase the job relatedness of an interview