Behavioural Interview Technique
Transcript of Behavioural Interview Technique
Behavioral Interviewing: The New Approach to
Professional Interviewing
Training Objectives
To enable delegates to:
Prepare for a selection interview using the CV and Job Profile
Plan and use a structure throughout your interview
Recognise the different questioning types
Use funnelling in your questioning
Use the STAR model
To write your own interview questions
Write up your evidence
Understand the impact of your own behavior
Evaluate your interviewees to be able to support your selection decision
Course Learning Map
This
pre-course guide Theory
Background
Structure
Questioning
Recording and Evaluating
Writing Questions
Interview Behavior
Practical Application
Prepare for the Interview
Interview and Evaluate a Candidate
5 minutes
5 minutes
20 minutes
10 minutes
20 minutes
5 minutes
This
pre-course guide
Background to the Professional Interview
Recruitment Time Line Keep in mind that the recruitment time flow can take even longer. After the job offer the person may be only
available after 2 month, so altogether to fill in a vacancy you may need 2 to 4 months.
Time
Job posted
CVs come in
CV short-listing
Professional Interviews
Job Offer
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Decision
Where to Focus in the Professional Versus HR Interview
Common
Competencies
(Soft Skills:
leadership and
teamwork -
communication,
flexibility,
assertiveness,
problem solving,
initiative, etc.
Key
Professional
Competencies
(Java, C++, C#,
Database, etc.
programming
languages)
Psychological interview focus on Common Competencies
Hiring Managers‟, Team leaders Professional interview focuses primarily on the Key Professional Competencies
Job Profile
Job Profile
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Interview Questions – Common Competencies
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Asseriveness / Tenacity What do you normally do when faced with an objection or rejection during a meeting presentation? Give me one example! What do you do when faced with a problem during the developing you realize that something does not work? Do you like to confront problems? Why? Give me an example of a situation where you have done this! When was the last time you sood up for your opinions and did not back down? Why was this? What was the result? Can you realte some situations in when being persistent was the only way to reach the target? Give some examples. Have you ever submitted a good idea to your superior, but they have not taken it any further? How did you react? How many times do you normally try to have your proposal accepted before you give up? What are the biggest problems you have encountered whilst accomplishing a task or project. How did you handle these problems?
Attention to Detail / Analytical Thinking
Describe your approach to controlling errors in your work!
How often do you find errors or inaccuracies in the work that you or your team produce? What kind of errors do you normally detect?
Give me examples of how you knew that things were not going well with a process/work/project you were involved in.
Tell me about the most boring jobs or tasks you have had. Why wew they boring? What did you do about it? How did you handle the boredom?
How often do you notice that someone in your organization uses incorrect terminology or expressions? What do you do in these situations?
Time pressures often increase the possibility of errors in our work. Give some examples of typical errors or mistakes you have found in your work as a result of this.
What kind of errors can you easily detect in a job performed by yourself or someone.
Give me some examples of when you have noticed that things were not going well / right by picking up on minor details!
Describe what sources of information you typically use in order to solve problems!
Describe the most demanding problem you have ever solved. How did you manage to this?
Monitoring / Planning and Organizing
Give me some examples of how you have kept yourself infromed about the progress of project or tasks that you have been responsible for.
What are some typical examples of corrective action you have made during a process?
What methods do you use to keep informed of what is going on with the project in which you are involved?
What procedure do you use to keep track of matters requiring your attention?
What kind of documentation do you prefer to send or receive in your work?
What kind of planning do you regularly do in your work?
Give me some examples of how you determine what constitutes top priorities when scheduling your time.
What is your method of keeping track of several tasks you are involved in? Give me some examples.
What kind of plans you normally do and how you conduct the planning in your work?
What is the largest planning project you have carried out so far by yourself?
What are the short / long-term plans in your organization?
Responsibility
Describe your present responsibilities.
Give me some examples of decisions made by your team for which you took full responsibility.
Give me one example of tasks / instructions / approaches that you disagreed with.
What do you do in your job that is not covered in your job description?
Describe an incident in which you took matters into your own hands, although it should have been handled by your superior.
Adaptability
Give me examples of sudden or unexpected changes which have occurred in your job. How did you deal with this changes?
What kind of superior / client you not like to work with? Why is this?
Tell me about situations in which you have had to adjust quickly to changes in organizational priorities.
Have there been occasions in your job when you have had to abruptly change what you were doing?
What kind of problems have you encountered when changing a project / department / job?
When applying for a new job, what do you think are the biggest challenges to be faced in that job, and why?
Initiative
What changes have you tried to implement recently in your project / organization and how successful were you?
Give me some examples of things you have accomplished inside or outside work without being asked.
Have you made improvements in your area of responsibility during your work? Why have you made this changes?
Describe some ideas that were implemented or carried out successfully primarily because of your efforts. List any new ideas or suggestions you have made to your manager.
What things do you do differently to your colleagues? Why is this?
Problem Solving / Conflict
What are the biggest problems you have ever faced at work, and how did you resolve them?
What typical problems / conflicts do you encounter daily / weekly in your job?
What kind of problems take you the longest to solve? Why?
What kind of pressures do you encounter at work? How did you deal with them?
What is the highest pressure situation you have been under in a recent year(s)? How did you cope with it?
What conditions or situations do you find the most frustrating? Why?
Behavioral Interviewing - the Way to Conduct
Professional Interviews
Behavioral Interviewing is asking questions about a candidate‟s previous experiences to establish how they typically behave in specific situations
Behavioral questions often start with open questions such as "Describe how you worked …?" This allows the interviewer to explore real behavioral events (actions that happened in the past) and not opinions, desires or conceptions
This methodology is based on research data that has found candidate's past behavior is a highly effective indicator of future job performance
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The “Foundations” of Your Interview
CV-based or
biographical
interview
Competency-based
interview
When preparing the interview sheet, it is worth to work out a practical
mixture of the two approaches
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Behavioral questions can assess both - biographical items or competencies
The Two Main Aims of the Professional Interview
• Receive information: to find out about the motivation for the
position, gather information on the professional competencies and
skills of the candidate as well as to gain a general impression about
the person and his/her future potential
• Give information: to tell the candidate about the position,
organization, the evoline way of working, etc. => to sell the position
End of Section Quiz
What are the aims of the professional interview?
To sell the role to the candidate whilst understanding their
professional competencies and skills, motivation and
potential
To test how the candidate reacts to stressful situations
and hostile questioning
To establish evidence of their generic management style
Structure of the Interview
Interview record
Professional Interview Structure
Conclusion 5 minutes
5 minutes Introduction
5-10 minutes Education
5-15 minutes Work Experience
5 minutes Motivation
10–20 minutes Common & Professional Competencies
5-10 minutes Specific Job Requirements
Approximate
Time
30 mins to
1hr 30mins
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The Interview Form
Think of the interview flow
Review the job profile description
job profile description
Needed competencies (Common and Professional)
Decide on the critical skills & knowledge
Collect the most relevant technical questions (and answers for
them)
Prepare the interview form, mixture of CV based questions and
competency based questions
Apply the behavioural technique (open questions, funnelling,
STAR model)
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
End of Section Quiz
What is the main objective of the introduction?
To quickly observe the candidate and see
what first impression they make on people
To get any questions that the candidate
may have about the job out of the way
To put the candidate at easy so that they
provide you with the information needed
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The correct answer is…
To put the candidate at ease so that they provide
you with the information needed
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Asking Effective Questions
Question Types that Should Be Used
Open Questions “Tell me about your job with…?”
Encouraging Responses “Fine”
“Yes”
“I see”
Simple Probing “..and now?”
“..why?”
“More responsibility?”
“Difficulties?”
Comparative Questions “What were the differences between your
handling of the situation and the standard
approach ?”
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Question Types to Avoid
Double Questions “What do you think caused the problem and what solutions have you considered?”
Ambiguous questions “Tell me something about yourself?”
Irrelevant questions “What was the last movie you saw?”
Leading Questions “I expect you left your last job because you wanted to improve yourself?”
Discriminatory Questions “Are you expecting to start a family in the near future?”
Hypothetical Questions “How would you deal with a difficult customer?”
Questioning Structure
Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Question Types Used in Exceptional
Circumstances
Closed Questions “Did you enjoy your last job?”
Multiple Choice “Did you leave because of the pay or because you
were bored?”
Funnelling Approach
“Tell me about a time when you last
managed a project discussion?”
“How did you go about organising the
project meeting?”
“What did you do about those
problems?”
“Why did you take that approach?”
“What was the outcome?”
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
STAR Model for Behavioral Interviewing
This is one of the most
widely used interview
models in the world
It can be used for many
types of questioning
It is a systematic process
particularly good for probing
specific aspects of their CV
or competencies
Situation (10% of questioning time)
Task/Target (10% of questioning time)
Action (70% of questioning time)
Result (10% of questioning time)
Situation
Situation
T
A
R
“Describe what the situation was?”
“Tell me about a specific time when you have had to …?”
“What was the background?”
“Who else was involved?”
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Task or Target
S
Task/Target
A
R
“What was the task?”
“What exactly were you trying to achieve?”
“What was the end goal?”
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Action
S
T
Action
R
“What did you actually do?”
“How did you deal with that?”
“How did that approach compare with colleagues?”
“What difficulties did you face?”
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Result
S
T
A
Result
“What was the outcome?”
“How does that result compare to others?”
“What have you learnt about … planning projects / making
architecture?”
Questioning Structure
Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
End of Section Quiz What does the „A‟ stand for in the STAR model?
Asking
Analysis
Action
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The correct answer is…
Action
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
What type of question is this: “How would you deal with a difficult customer?”
Closed
Leading
Hypothetical
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The correct answer is…
Hypothetical
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
What type of question is this:
“I noticed you moved to be with your boyfriend, are you
planning to get married?”
Ambiguous
Leading
Discriminatory
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The correct answer is…
Discriminatory
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
What does the term „funnelling‟ refer to?
Probing a competency for lots of examples
Starting with a broad question and then
narrowing down to a specific example
The interviewee trying to mislead the
interviewer
The correct answer is…
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Starting with a broad question and then
narrowing down to a specific example
Recording & Evaluating Evidence
Writing Interview Notes
Why? Create an accurate record of the evidence to support the decision making process (compare
the candidates)
What? Make legible notes
Note actual behaviors, facts and observations, include quotes
How? Record up to 75% of what the interviewee says
Openly (keep your notes above the table, but don‟t let the candidate read them)
Then What? Compare & rate applicants against the position requirements and team composition
Write notes to the HR Consultant about any areas you think they should be aware of or that you want them to seek further clarification for during a second conversation.
Questioning Structure
Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Evaluating the Interview:
Job Requirement Rating Scale
Meets very few or none of the criteria for the
job requirements
Poor
Meets most of the essential criteria for the
job requirement. Criteria not met could be
learned on the job
Acceptable
Meets all of the essential criteria and
exceeds some criteria for the job
requirement
Good
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The candidate described how they managed a team of 5, by setting monthly objectives and having 1 to 1 meetings
The candidate came across very professionally: full of drive and integrity
The candidate was very poor at delegating to others
End of Section Quiz What is an acceptable piece of evidence?
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
The correct answer is…
The candidate described how they managed a team of 5, by setting monthly objectives and having 1 to 1 meetings
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Writing Effective Questions
Writing Interview Questions
Exploring Job Criteria
“Tell me how you approach the
development of your
projects/tasks/team.”
“Tell me about the last development
intervention you created for your
project/team”.
Too General
Too Specific
“Tell me about your working style.”
Questioning Structure Recording &
Evaluating
Interview
Behavior
Writing
Questions Background
Target level
Paper Work
Write 3 complete STAR questions with associated probes for the Common competency below:
Team working
Demonstrates an interest in and understanding of others. Adapts to the team and builds team spirit. Recognises and rewards the contribution of others. Listens, consults others and communicates proactively. Develops and openly communicates self-insight, such as an awareness of own strengths and weaknesses.
Refer to the funneling and STAR information on guidance of how to structure your questions
When thinking about your questions consider carefully the information you are trying to elicit and work backwards from this
Effective Interviewing Behavior
Non-Verbal Signs of Attention
Proximity
Posture
Eye contact
Facial expression
Head movements
Gestures
Voice production