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Behavioral-Based Interviews

Behavioral-Based Interviews. NERAOC 2011, Anchorage, Alaska. Behavioral based interviews. Gary Deziel Associate Dean, Operations and Staff Support University of Vermont Extension gdeziel@uvm.edu Mary Fran San Soucie Human Resources Coordinator Montana State University Extension

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Behavioral-Based Interviews

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  1. Behavioral-Based Interviews NERAOC 2011, Anchorage, Alaska

  2. Behavioral based interviews • Gary Deziel • Associate Dean, Operations and Staff Support • University of Vermont Extension • gdeziel@uvm.edu • Mary Fran San Soucie • Human Resources Coordinator • Montana State University Extension • maryfran@montana.edu

  3. objectives • History of behavioral-based interviewing • Why do behavioral-based interviewing • Limitations of “traditional” interviewing questions • How to prepare for behavioral-based interviewing

  4. objectives • Some Typical B-B interview questions • What to expect • How to probe further • Other interview techniques • Translating traditional interview questions to B-B questions

  5. Who developed them and researched B-B • Byam

  6. Why do it? • Using behavioral interviewing can increase by nearly 60% your chances of hiring the RIGHT employee.* • Some researchers indicate 80%. • Others say it is 5 times more accurate that traditional interviewing for choosing the right candidates.** *Salgado, J.F.(1997) Personnel Selection Methods in C.L. Cooper and I.T. Robinson, International Review of Industrial and Organizational Psychology, New York: Wiley. **Green, 2005

  7. Another “why” • In one study, researchers found that between 8 and 21 behavioral examples could be found in a single interview* *Green, Wetzel, Somerville, 1983

  8. And another • The 7 Hidden Reasons Employees Leave their jobs: • 1. The job or workplace was not as expected • 2. Mismatch between job and person • 3. Too little coaching and feedback • 4. Too few growth and advancement opportunities • 5. Feeling undervalued and unrecognized • 6. Stress from overwork and work/life imbalance • 7. Loss of trust and confidence in senior leaders *Leigh Branham, “The 7 Hidden Reasons Employees Leave,” 2005

  9. Clip time • How to determine what questions to ask. • 1:12-2:03

  10. Types of interview questions

  11. Getting the complete picture • CAPABILITY – the knowledge and skills to do the job • COMMITMENT – the attitude and motivation to do the job effectively • CHEMISTRY – sufficient alignment of the candidate’s values and working styles with • those of the organization (i.e., its culture)

  12. Traditional interviews (what’s wrong with this picture?) • Tell me more about yourself. • What are your strengths/weaknesses? • What challenges did you face in your last position? • How did you handle them? • How do you handle stress and pressure on the job? • Who was your best client? Your worst? • Why should we hire you? • What would you do if an angry 4-H parent came to our door and….?

  13. Traditional interviews • What do they tell us? • What don’t they tell us?

  14. Logic/PREMISE behind b-b interviewing • Past Performance predicts future performance

  15. Process • Carefully structured • In-depth questions • Used to gather and evaluate information on experience and skills which have already been determined to be necessary. • Helps predict employee performance and reduce subjectivity

  16. Clip Time • Clip #2

  17. Behavioral interviews • These take a lot of work PRIOR to the interview • Requires advance preparation • Need to know skills/abilities/behaviors necessary for the position • Need to determine what questions would help find out if interviewee HAS those skills/abilities and behaviors • Behavioral interviews end up being more probing and much more specific. • Requires applicants to “tell a story” about what they’ve done in a specific type of situation. • Requires allowing pauses to require an answer

  18. CLIP TIME • Clip #3

  19. Finding info for organization culture Terronez and Shay, Structured Interviewing: Perfecting the Perfect hire, 2006

  20. Finding info for organization culture

  21. Finding info for organization culture

  22. Finding info for organization culture

  23. Finding info for organization culture

  24. Finding info for organization culture

  25. CLIP TIME • #4 • 14:24-18:07

  26. Some Behavioral questions • A la clip #5 • 18:10-

  27. Typical behavioral interview questions • Give an example of an occasion when you used logic to solve a problem. • Give an example of a goal you reached and tell me how you achieved it. • Describe a decision you made that was unpopular and how you handled implementing it. • Have you gone above and beyond the call of duty? If so, how?

  28. More • What have you done when your schedule was interrupted on the job? Give an example of how you handled it. • Have you had to convince a team to work on a project they weren't thrilled about? How did you do it? • Give an example to a time when you encountered a difficult situation with a co-worker? How? • Tell me about a time when you worked effectively under pressure.

  29. More… • Give an example of a situation where you didn't have enough work to do. • Give an example of a time when you made a mistake. How did you handle it? • Describe a decision you made that was unpopular and how you handled implementing it. • Did you every make a risky decision? Why? How did you handle it? • Tell me about a time when you postponed making a decision. Whydid you?

  30. MORE • Have you ever dealt with company policy you weren't in agreement with? How? • Have you gone above and beyond the call of duty? If so, how? • When you worked on multiple projects how did you prioritize? • Please give us an example when you met a tight deadline? • Give an example of how you have set goals and achieved them. • Did you ever not meet your goals? Why?

  31. Still more… • Share an example of how you were able to motivate employees or co-workers. • Give an example of a time when you had a conflict with a supervisor? Would you have changed anything if you could? • Give an example of a difficult situation you had with a client or vendor? How did you work through the situation? • What do you do if you disagree with your boss?

  32. Clip time • #6 • 24:05-24:33

  33. Let’s translate…. • How do you handle stress and pressure on the job? • What do you expect from a manager? • Are you decisive on the job? • Who was your best client? • Give some examples of teamwork… • How would you feel supervising two or three other employees?

  34. More…. • Do you prefer to work independently or on a team? • Are you comfortable about working on many projects at once? • What motivates you? • What would you do if an angry 4-H client came in the door?

  35. Summing it up • Behavioral interviews don’t offer ALL the information, but can help determine past performance on specific behaviors needed for the position. • Many seemingly abstract behaviors can be brought out in behavioral interview questions. • MUST prepare ahead of time • Must ask for specific examples to get a story • Allow for silences • Be able to interpret responses

  36. Questions?

  37. Behavioral-based interviewing • Gary Deziel • Associate Dean, Operations and Staff Support • University of Vermont Extension • gdeziel@uvm.edu • Mary Fran San Soucie • Human Resources Coordinator • Montana State University Extension • maryfran@montana.edu

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