Behavior Based Interview Training

Behavior based interview training is more popular than ever.

• Are you struggling to make a decision between two great candidates?

• Do you have a track record of hiring the wrong people.

If you choose the wrong person, it will cost you. It's bad for business, bad for the team and bad for the person being hired.

And if you find the people who are a fit - your team and they will flourish.

Find out more about team building here!

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Behavior based interview training means more investment upfront but less later down the line.

Angela Dennis, a consultant for Behavioral Technology, says behavior-based interviewing lowers turnover rates. That's because behavior is as important as skill or talent. Even someone's values are not as important as how they behave. Not many people match their actions to their word.

Because, according to Julie Montgomery of Sprint Paranet, "people repeat behaviors...if you can see what a person did in the past,they'll pretty much act the same way in the future."

Find out what people will be willing to do and find out what they won't be willing to do.

Behaviors are habits. Habits can be tough to change. If someone has a certain pattern of behavior, chances are they'll continue to behave this way in your organization too.

You want to know:

• How an employee handles tough situations?
• What their reactions are to difficult customers or team mates?
• How they work under pressure?
• What they do on days when they feel unmotivated?
• What is their instinctive way of getting things done?

Instinctive Actions

Everyone has a natural ability to get things done. When people develop this ability they have a high performance result. But everyone gets things done differently and you want to make sure your team has a mix of the different types.

• Fact Finder: This how people deal with and communicate information;
• Follow through: This is how people work with or implement systems;
• Quickstart: This is how people cope with change or how adept they are at starting new things;
• Implementor: This is how people deal with tangibles and practical solutions.

If everyone on your team is a follow through, your company will stagnate and get stuck in systems that may not work. On the other hand, if you have too many quick starters, your team is unlikely to complete projects.

So look for a mix.

Behavior Based Interview Training:

Break It Down

• Determine key competencies for the job,
• Determine behaviors and traits required for high performance results in the job concerned,
• Draw up open ended questions for each competency and behavior, and develop open questioning skills,
• Develop listening skills: Reflect, clarify, probe, explore and learn how to catch non-verbal clues,
• Identify and probe for accountability and responsibility behaviors/attitudes,
• Probe for the person's ability to innovate, solve problems and deal with stress,
• Explore past results.

You want rich answers. Not short replies. Probe if you need to. Advanced listening skills can make an enormous difference. So include listening courses in your behavior based interview training. The ability to reflect, partialize, clarify and probe, will create trust, build the relationship and encourage the interviewee to speak more. A good listening skills course will teach you how to ask open ended questions to get the information you want.

Why 'open ended questions' in behavior based interview training? It allows people to speak about themselves. It opens the door for insight and depth. You can ask broad questions or focus on specific competencies or behaviors you need to know more about.

Behavior Based Interview Training:

Preparation

2. Prepare the job specific questions,

3. Prepare a 'comments' and 'scoring' sheet.

The key to success in using behavior based interviewing, is to prepare well before hand, so you know what you are looking for. If the person will be required to work alone for 90% of the time, team building questions will not be as important as their discipline and self motivational behaviors.

You may not get it right the first time. But with practise, you'll get better and better. So start somewhere. Find out more by going through these case studies!

Behavior Based Interview Training:

The Interview

Tips:

1. Build the relationship,

2. Be alert for subtle verbal and nonverbal cues,

3. Listen for what's being said and for what's not being said,

4. Ask open questions,

5. Explore, probe and clarify,

6. Allow for pauses,

7. Make notes and use your predetermined scoring system.

Behavior Based Interview Training

Afterwards

2. Send a quick note to people who didn't make it, thanking them for their time. If you automate a system it will only take a moment.

Isn't that how you would want to be treated?

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Sample job interview questions

Team Building