behavioral interview workshop

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Behavioral Behavioral Interviewing Interviewing WorkshopWorkshop

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PreparationPreparation

Review your resumeReview your resume Understand the job descriptionUnderstand the job description Determine the competenciesDetermine the competencies Interview questions and answersInterview questions and answers Know who is on the Interview Team Know who is on the Interview Team ClosingClosing

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Know your ResumeKnow your Resume

Error freeError free Quantitative & qualitativeQuantitative & qualitative Look for your “red flags”Look for your “red flags”

Unexplained employment gapsUnexplained employment gaps Frequent job changesFrequent job changes Discrepancies in educational Discrepancies in educational

historyhistory Lack of continuityLack of continuity

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CompetenciesCompetencies

Reliable indicators of job successReliable indicators of job success ““Success Factors”Success Factors”

Predictable and repeatable measures Predictable and repeatable measures of high performanceof high performance

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CompetenciesCompetencies

KNOWLEDGE

ATTRIBUTESSKILLS

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SkillsSkills Specific tasks, operations, processes and Specific tasks, operations, processes and

procedures viewed as relevant to the work procedures viewed as relevant to the work Often, the way knowledge is demonstratedOften, the way knowledge is demonstrated

E.g., ability to deliver a client presentationE.g., ability to deliver a client presentation Proficiency with using tools and equipment Proficiency with using tools and equipment

in the rolein the role E.g., Financial Analyst ability to create E.g., Financial Analyst ability to create

spreadsheets spreadsheets

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KnowledgeKnowledge Large grouping of concepts, disciplines and Large grouping of concepts, disciplines and

rules that form a context in which to perform rules that form a context in which to perform skillsskills

The specific background information The specific background information necessary to perform a role:necessary to perform a role:

E.g., understanding of investment industry, E.g., understanding of investment industry, comprehension of the law, grasp of benefit plan conceptscomprehension of the law, grasp of benefit plan concepts

Sometimes reflected in certifications, licenses, etc.Sometimes reflected in certifications, licenses, etc.

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AttributesAttributes

A characteristic behavior associated A characteristic behavior associated with a person:with a person:

E.g., team player, leadership, initiativeE.g., team player, leadership, initiative

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Competencies Competencies CommunicatedCommunicated General: AdministrativeGeneral: Administrative Specific: Develops effective systems Specific: Develops effective systems

andand processesprocesses BehaviorsBehaviors

Looks for ways to reduce duplication of Looks for ways to reduce duplication of effort in departmenteffort in department

Uses a flowchart to manage complex Uses a flowchart to manage complex projectsprojects

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Competency Description

Analytical: Gathers relevant information systematically and applies logic in solving problems and making decisions. Predicts benefits and costs and weighs risks.

Business Perspective : Shows understanding of issues relevant to the broad organization and business; has and uses cross-functional knowledge.

Change Management: Champions change. Takes initiative to channel changes as an opportunity to drive goal-driven initiatives.

Communication: Expresses ideas clearly and simply both orally and in writing; creates an environment where people are comfortable expressing ideas. Promotes the timely flow of information to subordinates, team members and management.

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Consumer/Customer Focus: Anticipates consumer and customer needs (both internal and external); takes action to meet consumer/customer needs; continually searches for ways to increase customer satisfaction; demonstrates a concern for helping and serving others.

Cost Management: Analyzes cost versus benefit. Uses project management process to maintain cost balance expectations and desired outcomes.

Fundamental Technical Expertise: Demonstrates an overall understanding of current technology resources. Applies various systems and tools in context of advancing business goals, processes and service quality.

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Influence/Negotiations: Seeks mutually beneficial solutions; obtains cooperation from others including those not under direct control.

Innovation: Challenges established ways of doing things by coming up with resourceful ideas and solutions. Pushes for continuous improvement in all ways of doing business.

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Leadership/Assuming Accountability: Displays leadership through actions and work activities. Interprets shared organizational vision by assuming accountability. Leads by example to establish new benchmarks for quality and performance.

Managing People/Coaching: Develops competencies by creating challenging/broadening work assignments. Gives timely constructive and

specific performance feedback; brings out the best in all people.

Planning/Priority Setting: Develops plans to support business strategies; translates objectives into action plans. Identifies tasks critical to

business success; allocates resources accordingly.

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Results Oriented: Get results and add value to the organization by moving others to action, takes decisive action on emerging opportunities.

Risk Management: Assesses and applies Risk Management principles to all levels of work. Maintains cross-functional view of the organization in

order to pro-actively manage risk impacts.

Self Management: Can work autonomously by focusing on goals at hand. Seeks additional responsibilities within balance of current work and

delivering results.

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Strategy/Vision: Develops and communicates a long-term direction for the team-organization. Links the overall business goals with the team’s goals.

Team Building/Relationship: Creates a commitment to common goals; initiates and develops relationships with others as a key priority. Develops an environment that empowers others; values the contributions of all team members.

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QuestionsQuestions GeneralGeneral BehavioralBehavioral

SupportingSupporting ContraryContrary Follow-upFollow-up

OtherOther Closed-endedClosed-ended VagueVague LeadingLeading TheoreticalTheoretical

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Behavioral Behavioral InterviewingInterviewing

Key concept: past behavior is Key concept: past behavior is predictive of future behavior predictive of future behavior under similar conditions under similar conditions

Competency-basedCompetency-based

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Behavioral QuestionsBehavioral Questions

““Tell me about a time when you . . . .”Tell me about a time when you . . . .”

““Give me an example of . . . .”Give me an example of . . . .”

““Describe a project where you had to . . . .”Describe a project where you had to . . . .”

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Behavioral QuestionsBehavioral Questions What did you do in your last job to contribute What did you do in your last job to contribute

to a team environment?to a team environment?

Describe a situation in which you were able to Describe a situation in which you were able to win the support of others that did not report to win the support of others that did not report to you.you.

Give me an example of how you organized and Give me an example of how you organized and tracked a complex project.tracked a complex project.

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Behavioral ResponsesBehavioral Responses ScenarioScenario

ActionAction

Outcome or resultOutcome or result E.g., learningE.g., learning

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Behavioral ResponseBehavioral Response

ScenarioScenario I was a temp in a Finance organization. Two I was a temp in a Finance organization. Two

days after I joined, the Senior Financial days after I joined, the Senior Financial Analyst left on Maternity Leave. I was left to Analyst left on Maternity Leave. I was left to learn on my own.learn on my own.

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ActionAction One day, I took it upon myself to create a One day, I took it upon myself to create a

financial model to analyze the cost benefit of financial model to analyze the cost benefit of hiring College Interns.hiring College Interns.

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Outcome or resultOutcome or result

Now, the organization is expanding its college Now, the organization is expanding its college recruiting efforts by 35%.recruiting efforts by 35%.

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Contrary QuestionsContrary Questions

Designed to gather data about a Designed to gather data about a candidate’s limitationscandidate’s limitations

Helps interviewer understand the Helps interviewer understand the candidate more fully:candidate more fully: E.g.,E.g., Give me an example of a time when Give me an example of a time when

you were you were unableunable to convince your boss to to convince your boss to support your proposed course of action.support your proposed course of action.

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Follow-up QuestionsFollow-up Questions Help interviewer to probe more Help interviewer to probe more

deeplydeeply

Useful when candidate:Useful when candidate: Gives vague answersGives vague answers Responds in a theoretical or future-Responds in a theoretical or future-

oriented manneroriented manner Expresses feelings or opinionsExpresses feelings or opinions

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Follow-up QuestionsFollow-up Questions E.g.,E.g.,

Can you give me a specific example of Can you give me a specific example of when you did this?when you did this?

Under those particular conditions, how Under those particular conditions, how did you react?did you react?

Exactly, how were you involved?Exactly, how were you involved? Specifically, how did you use this Specifically, how did you use this

knowledge in your job?knowledge in your job?

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Leading QuestionsLeading Questions

Forecast the desired responseForecast the desired response

Control candidate’s responseControl candidate’s response

E.g.,E.g., Are you sitting for the upcoming Level II Are you sitting for the upcoming Level II

CFA exam?CFA exam?

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Theoretical QuestionsTheoretical Questions

Open-endedOpen-ended HypotheticalHypothetical E.g.,E.g.,

We’re looking for someone who is not We’re looking for someone who is not afraid to take initiative. How would afraid to take initiative. How would you take initiative?you take initiative?

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ResponsesResponses

Take time to answer the question to Take time to answer the question to think of an appropriate scenario or think of an appropriate scenario or circumstancecircumstance

Silence is okaySilence is okay

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Roles and Roles and ResponsibilitiesResponsibilities

RecruiterRecruiter

GeneralistGeneralist

Hiring ManagerHiring Manager

Other InterviewersOther Interviewers

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Common Interview Common Interview MistakesMistakes

Having insufficient knowledge of the jobHaving insufficient knowledge of the job

Talking too muchTalking too much

Giving redundant or repetitive examplesGiving redundant or repetitive examples

Not being preparedNot being prepared

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ClosingClosing

Summarize why you are the Summarize why you are the candidatecandidate

Ask questions that help you assess Ask questions that help you assess the requirements of the position the requirements of the position and determine if this position is a and determine if this position is a match for you.match for you. E.g., culture, requirements, E.g., culture, requirements,

management stylemanagement style Thank Interviewer for their timeThank Interviewer for their time

behavioral interview workshop

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