Objectives of the Presentation
Why Should you Attend
- Learn how to differentiate between traditional and behavioral based interview methods
- Learn the definition of competencies and how to use them in the interview process
- Learn how to write and use competency behavioral based Interview questions
- Learn how to determine if an interview question is acceptable or unacceptable
Every Organization strives to build a high performance culture that aligns individual performance to the organization's strategic plan. This makes hiring decisions critical-Proper utilization of behavior-based interviewing techniques can dramatically improve your chances of hiring the right people. Hiring decisions impact the organization for years positively or negatively. Managers need a systematic, objective approach when making their hiring decisions.
You'll avoid candidates who look great on paper and even sound great in the room but have little to offer behind their smiles and resumes. You'll also stop overlooking those people who are less polished on paper or in person or who perform less well in standard interview processes.
This webinar by expert speaker Audrey Halpern provides a specific and simple model for improving interview success that leads to reduced employee turnover and increased retention that eventually leads to effectiveness in hiring and better use of company time. Moreover, by hiring the best employee, you ensure that you boost overall business outcomes in the long run.
Who will Benefit
- Define behavioral interviewing
- Explain the benefits of behavioral interviewing for organizations and candidates
- Define the required selection criteria
- Identify the steps in preparing and conducting behavioral interviews and behavioral reference checks
- Identify and write behavioral interview questions based on STAR model
- Acceptable Vs Non acceptable questions
- Take effective interview notes and avoid interviewer traps
- How to evaluate candidates
- Human Resource Professionals
- Shift Leaders
- Sales & Marketing Professionals
- Customer Service Professionals
- Organizational development professionals
- Development Directors
- Office Managers
- Employment specialists
Behavioral interviewing is based on the premise that how a job candidate behaved in the past is the best predictor of how he will behave in the future. To elicit such information, a behavioral interviewer first identifies the skills or competencies necessary for a particular position (for example, decision making, persuasion skills, and problem-solving ability) and then uses a series of probing questions to reveal whether candidates actually possess those qualities.
Rather than simply asking transparent interview questions about what candidates did in their jobs, behavioral interviewers ask candidates how and why they did it. This approach is extremely effective at identifying unqualified applicants or those who tend to exaggerate in interviews and on their resumes. The result is that more of the most competent and best-qualified candidates get hired.