Matches the Candidate with the Profile
Behavioral Interviewing:
Use your candidate profile to highlight
what skills are vital to the position
Create 2 – 3 questions for each skill or
competency you want to match
Uncovers Competencies and Deficiencies
Behavioral Interviewing:
Prepare your questions ahead of time
Decide what you can and cannot live with
or without
Use the same questions if you are
interviewing multiple candidates
Allow time for silence (10 – 15 seconds)
before restating the question
Score question responses closely after
the interview is concluded
Minimizes Costly Hiring Errors!
Behavioral Interviewing:
Temp to Perm
Earn the right to work
on a great team!
Complete a 30 Day check up.
Does your new candidate meet your expectations
Do they match your desired profile
Post Hire Evaluation:
Do your evaluation and their self evaluation match up?
Have a discussion. Set expectations.
Post-Hire Evaluation:
Time well spent:
They recognize the fact that if they are spending 40+ hours a
week working, it’s a good idea to like what they do for a living!
Characteristics of the “Right Candidate:
They get behind
the company’s
core mission and
make a plan to
consistently
deliver results.
Characteristics of the “Right Candidate:
ResourcesHere are some additional links providing tips on how to hire the right people for your business:
ThinkEnergyGroup: How to Hire Top Performers
Aerotek: Behavioral Interviewing to Hire Top Performers
Top 10 Behavioral Interview Questions
SBA: Writing Effective Job Descriptions
Chron.Com: Building Strong Teamwork