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Hiring Smart: Behavioral and Performance Based Techniques
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Overview:

Behavior Interviewing is a very reliable and valid candidate selection technique based on the work of Tom Janz, of the University of Calgary. While we all may say that past behavior is the best indicator of future behavior, we don’t act as if we believe this when we are interviewing candidates—often because we aren’t certain how to ask questions that will tell us about past performance. 

This 2 day workshop concentrates on the pre-interview preparation, developing questions and their value, the interview techniques that get specific, behavior-based examples of past performance, and the strategies that follow through on this process.

In addition to the work of Tom Janz, this workshop draws from the work of Stephen Jackson, who takes the behavioural interview one step further with a twelve-step process to hiring top performers. 

What participants will learn: 

At the conclusion of this program, participants will be expected to: 

  • Have a process for creating competency requirements for any given position
  • Understand why behavioural interviews are two to five times more accurate than traditional interviews.
  • Identify and apply the principles of behaviour interviews, and performance-based selection methods.
  • Recognise the pattern of behavioural questions and use this pattern to design job-specific, behavioural, performance-based questions.
  • Enhance professional interviewing skills with effective communication strategies and behavioural interviews techniques
  • Role play and practice using behavioural interviewing skills*
  • Develop a defensible scoring and evaluation process
  • Complete the process through testing and reference checking.
Pre workshop assignment: 

You are able to provide participants with a reading assignment prior to taking the class. This assignment will have questions to be answered so the participants should come to the workshop prepared to discuss their thoughts.

Workshop Outline: 

Introductions/Objectives/Agenda
Pre-assignment discussion 
The Importance of Hiring the Right People
          The cost of hiring errors 

Why Behavioural Interviewing?
          From the applicant’s point of view
          From a team leader/manager’s point of view
          From a human resource perspective
          What the research tells us about better interviewing                           

Before the Interview
          Gather the Pieces for the Pattern: Conduct a Job Analysis
          Recognise critical incidents
          Identify competencies and performance dimensions
          Develop job descriptions
          Prepare neutral job applications 

Forming the Interview Questions
          Identifying the pattern
          Writing the questions
          Developing the response you are looking for 

Consistent Resume Screening
          Defensible
          Efficient 
Developing an Interview Format
          Develop rapport
          Structure the interview process
          Gather predictive information
          Sell your organisation
          Gain a commitment
          Conclude the interview 

Ethical and legal issues 

Interviewing Techniques
          Create a comfortable atmosphere
          Ask open questions and probe answers
          Use active listening skills
                   Pause, clarify, summarise
                   Record applicant responses 

Interviewer Errors to Watch Out for
          Leniency/stringency
          Error of central tendency
          Halo/horns effect
          Talking too much 

Rating Interviews
          Rating errors and how to avoid them
          Valuing and scoring candidate responses 

Testing
          Performance based assessments
          Other tests 

Reference Checks
          A reference check format
          Alternatives to a formal reference check 

Conduct Practice Interviews* 

Final Review 

Wrap-up and Evaluations