THE BEHAVIORAL INTERVIEW TECHNIQUEPresented by Jill Douglas & Candra Garrett

Why do we interview? Hiring is a Costly Decision

Cost of wrong hire is: Salary Lost or Damaged Relationships Severance Learning & Development Lost Productivity/Morale Recruitment of New Hire

Cost of a wrong hire can be 1-2.5x of that employee’s annual salary

The Importance of Good HiringAlmost 75% of all litigations against corporations today involve employment disputes.

Employment related lawsuits are the fastest growing type of civil case in the U.S. Over 40% of all Employment

Practice claims are filed against private employers who have between 15-100 employees.

Interviewing: Back to Basics Do your Homework Have Presence Document, Document, Document Be on Guard - Topics to Avoid Post Interview Tips

Interviewing Basics

Skills, Education, & Experience

Examine candidates’ public web profile

Pre-screening methods

Be timely & Prepared Welcome,

Accommodations & Itinerary

Prevent Interruptions Comfortable

Atmosphere 80/20 Ratio

Do your Homework Have Presence

Interviewing Basics

Detailed Notes Structured Forms

used by all Interviewers Standardized More Objective Can be reviewed

Race, color Religion, creed (BFOQ @

Moody) National Origin, citizenship Gender, marital status, child

care Name, age, birthplace Disability, Handicap Photograph/Physical Attributes Criminal background Date & Type of Military

Discharge Language

Documentation Topics to Avoid

Interviewing Basics

An exception that allows discrimination on the basis of gender, religion, and national origin (but not race or color) if the very nature of that job requires them to do so.

Examples: Casting characters for a play or hiring a bathroom attendant.

Share next steps Review notes and

make overall ratings based on your informed complete assessment

Consult with hiring team

Bona-fide Occupational Qualification (BFOQ) Post-Interview Tips

What is Behavioral-based Interviewing?

Behavioral Based Interviewing is based on the theory that past behavior predicts future behavior.

The Behavioral Interview is a systematic way to assess whether a candidate will be successful in a future job based on information the candidate provides about their actual behavior in the context of specific situations from the past.

Question Design

Competency

+

Open Ended

Question

=

Behavioral Interview Question

All questions in a Behavior-based Interview are based upon competencies directly related to the vacant position. Competencies include all the related

knowledge, skills, abilities, and attributes that form a person’s job.

Usually questions are open-ended Tell me about a time when… Describe for me… Give me an example of a time when…

Activity 1: Which Qs are Behaviorally Based? Determine which questions are behaviorally based, you have 5 minutes.Are you a team player? Tell me about a time when you were in charge of a task or project, describe your leadership style. What interests or concerns do you have about the position or about working here at Moody? What was your greatest challenge in a particular leadership role you have had? What idea have you developed and implemented that was particularly creative or innovative? What characteristics do you think are important for this position?

Activity 2: Question Conversion

Convert questions so they are behaviorally based, you have 5 minutes. Are you a team player?

How do you motivate people?

What motivates you to excel?

How would you react to having your credibility questioned?

Activity 3: Which Competency?

Answer Bank:TeamworkManagementAmbitionCooperationInterpersonalCommitmentFollow-throughCollaborationCommunication

Determine which competencies are assessed with the following questions, you have 5 minutes.

Describe a time you worked with a team?

Tell me about a time when you had to motivate a group of people to meet a deadline.

Give me an example of a time you had to motivate yourself to get a project done, how did you do this?

Benefits of Behavioral Interview Reduces Bias Questions are job-

related Lawful & Defensible

Structured Standardized Harder for candidate

to exaggerate or fake responses

Obtains fact vs. opinions

Behavioral Interview 4 Steps Overview:

Preparation Step 1: Understand Core Competencies Step 2: Determine Interview Questions

The Interview Step 3: Get the Best Possible Answers

S.T.A.R Probing Questions

Documentation, Discussions & Decisions Step 4: Take & Compare Notes

Preparing for the Behavioral Interview Step 1: Understand Core Competencies for

Job Top Performers Job Description “must-haves” vs. “nice-to-haves”

Step 2: Determine Interview Questions Questions should :

Relate to competencies Be open-ended Elicit detail/specific examples Be positive & negative Be consistent across candidates

Activity 4: Case Study

SalesDecision MakingProblem SolvingResourcefulCautionCourageTeamworkTime Management Persuasion

Project Manager - IT Review the Job Description for

this position and choose 5 related competencies from the bank on the left – you have 10 minutes.

Activity 4: Case Study

Sales

Decision Making

Problem Solving

Resourceful

Caution

Courage

Teamwork

Time Management

Persuasion

Position: Project Manager - ITSJob Description:Function of JobUnder general supervision of the Programming Support Department Manager, to plan, organize and control projects and handle all phases of system design and project administration.Job Characteristics and Responsibilities1. Determine user requirements by understanding user’s business rules.2. Analyze current systems for functionality.3. Design and implement new application programs for user requirements.4. Control large projects where the project includes multiple users and a team of Information Systems personnel.5. Coordinate design and programming work with consulting groups.6. Assist in implementing new technologies as they pertain to the user community.7. Perform related and special duties as assigned.

Activity 4, part B: Case Study

Decision Making

Problem Solving

Resourceful

Teamwork

Time Management

Determine which competency these questions target? Tell me about a time when you had to

handle a kind of project you hadn’t handled before.

Tell me about a time when you were under a great deal of pressure to deliver on time.

Describe a time when you had to choose between product delivery & quality.

Describe an unpopular decision you had to make.

Describe the most effective team that you were part of or led.

The Behavioral Interview Step 3: Get the Best Possible Answers

Get a S.T.A.R. Answer Every Time S.T.A.R. – Situation or Task, Action, & Result

When and Where? Behavioral Theory says the more recent the past

behavior the more likely one is to repeat it The key to getting a STAR answer is

probing questions

Preparing for the Behavioral Interview

Probing Questions are follow-up questions related to the original question that solicits more detail and clarity from the candidate that the original question accomplished. Can provide information candidate may not have

supplied otherwise Can be as simple as repeating a phrase or word the

candidate used “Disagreements?”

Examples: “What do you mean by ___________”, “Tell me more about that…” & “Can you elaborate here?”

S.T.A.R. Strategies

Encourage candidate to take more time

Ask the question in a new way

Ask a different question in the competency group

Ask candidate about their specific role in the situation/task

Wait until you hear “I” language

Obstacle: lacks relevant example

Obstacle: Uses group language

S.T.A.R. Strategies

Ask candidate to quantify or specify their results

Paraphrase/Summarize what candidate has already said

Pre-plan probing questions for all main questions

Obstacle: Provides Vague Results

Obstacle: Not sure what to ask next?

S.T.A.R. Strategies

Ask candidate why they took specific action Shows insight,

perceptiveness, and problem solving

Situation Task Action ResultMake sure you get a

S.T.A.R. answer every time

Obstacle: Reason for Action Unclear S.T.A.R

Activity 5: Probing Question Scripts

Read the Script and suggest next probing question – you have 5 minutes.

Competency:

Teamwork

Interviewer: Tell me about a time when you worked with a team.

Candidate: In college, I worked on a group project in my Intro to Psychology Class

Potential Probing Questions:

Activity 5: Probing Question ScriptsRead the Script and suggest next probing question – you have 5 minutes

Competency:

Composure

Interviewer: Describe a time your credibility was questioned, how did you react?

Candidate: At my last job, during a research project I had a disagreement with my supervisor who didn’t believe I could meet my deadline.

Potential Probing Questions:

Activity 5: Probing Question ScriptsRead the Script and suggest next probing question – you have 5 minutes.

Competency:

Creativity

Interviewer: What is one of the most imaginative or innovative things you have done in your present position?

Candidate: *Long Pause* Sorry I can’t think of an example.

Potential Probing Questions:

Documentation

After 20 minutes only 58% of data is

likely to be recalled

from memory.

Step 4: Take & Compare Notes Taking notes ensures accurate &

complete record Tell candidate you will be taking

notes Refrain from making premature

ratings

Discussion & Decision Compare notes

Data integration refines information

Protects from bias, non-job related decisions

Provides comprehensive documentation supporting your final decision

Learning Summary Interview Basics Behavioral Interview Technique

Preparation Question Design Competencies

The Interview S.T.A.R. Strategies Probing Questions

Post-Interview Documentation, Discussion, & Decision

Activity 6: Real Playing Get into groups of 3 3 rounds of interviews

7 minutes each Roles:

Interviewer Candidate Observer

Interviews Rounds: Round 1:Departmental Administrative Assistant Round 2: Social Media Specialist Round 3: Customer Service Manager

Activity 6: Real Playing Step 1:Determine 3 key

competencies Step 2: Prepare 2

behavioral-based questions, 2 probing questions

Step 3: Conduct Interview – 7 minutes each round

Step 4: Observer takes notes, provides feedback to interviewer

*Repeat steps for each round*

Additional Resources & Tools Visit MyMoody.edu > Human Resources

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Competency