dml intro behavioral-interviews (1)

Behavioral InterviewsAn Introduction with a Winning Formula to Help You Get the Job You Want and Deserve

SWON Libraries’ Introduction to Behavioral Interviews for the Job SeekerDayton Metro LibraryNovember 3, 2016Led by: Melanie Blau McDonald

Behavioral Interviews

Session Objectives

This session will increase your ability to:• Recognize behavioral interview questions• Identify general competencies and translate them into performance criteria.

• Develop your own story so that you are prepared with quality behavioral answers

• Practice a winning formula for these question types


Premise of Behavioral Interviewing

Past performance is the best indicator of future performance.


Goals of Behavioral Interviewing

• Eliminate bias.• Eliminate inconsistency and randomness.• Establish consistency, objectivity, reliability, and fairness.


Overview of the Behavioral Interviewing Process1. Identifying competencies2. Developing behavioral‐based questions3. Reviewing resumes4. Conducting the interview 5. Evaluating candidates

objectively


Characteristics of Competencies

Effectively written competencies will:• Define expectations.• Describe observable knowledge, skills, and abilities.

• Explain appropriate job performance.• Exist at various levels.


Behavioral Interview Questions: Examples

• How many people have you supervised at any given time?

• What financial responsibilities have you had?• Tell me about a time when a customer was very angry at your organization’s policies. How did you handle it?

• How do you respond when your ideas are rejected?

• Tell me about your first job.


A Winning Formula

Answers to behavioral‐based questions should include an:

• Example

• Action

• Outcome


You Try It!• Using the sample job description for the Customer Service Rep, create performance criteria for each competency

• On your own – try writing up competencies for a job you plan to apply for, then practice your responses. Use the formula:

• Example• Action• Outcome


Expect Follow-Up Questions if…

• Candidate gives vague or theoretical answers• Candidate’s answer contains inconsistencies• You want additional details• You want a self‐appraisal from the candidate


You Try It!

• Role‐play an interviewee and interviewer –give vague or inconsistent answers and the other person tries to get specifics or details.

• Use the handout for Developing Follow‐Up Questions as needed


EAO Answers

Answers to behavioral‐based questions should include an:

• Example

• Action

• Outcome


Action Plan – Reverse Engineer the Questions, Practice Your EAO Answers

Work with a partner or in a group. Write up competencies for a job you plan to apply for. Come up with behavioral based interview questions for those competencies. Practice your answers using the EAO formula: Example, Action and Outcome.You’re worth it! After all, you want the best fit for yourself!


Recommended Reading• Porot, Daniel and Frances Bolles Haynes. 101 Toughest interview

questions…and answers that win the job!. Ten Speed Press, Berkeley. 2009.

• http://theundercoverrecruiter.com/how‐prepare‐behavioral‐based‐interviewing/

• http://hr.berkeley.edu/sites/default/files/attachments/behavioral‐interview‐tips‐examples.pdf

• http://college.usatoday.com/2015/04/22/30‐behavioral‐interview‐questions‐you‐should‐be‐ready‐to‐answer/

dml intro behavioral-interviews (1)

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