behavioural interviewing by joachim ravoth

BEHAVIOURAL INTERVIEWING PART 1 + 11

December 2013 by

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Driving Brand Success

Short Bio…

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Agenda Part 1:

The Selection Process

Timeline

Roles

Interview Types

Preparation

STAR stories

Selection Process & Timelines

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The Selection Process

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Interview Timeline

Interview Roles !

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Interview Roles

Role of Interviewer

w  Learn about the candidate

w  Determine “fit”

w  Sell the company

w  Rank candidates

w  Share your knowledge about the company

w  Determine “fit”

w  Sell yourself

w  Get invited to a 2nd interview

Role of Interviewee

Interview Types

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Types of Interviews

w  Telephone/Screening Interview

w  Panel Interview

w  Dining/Meal Interview

w  Placement Agency Interview

w  Online (Skyping, Video Conferencing)

Interview Preparation !

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Preparing for Interviews

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Full Preparation

w  Emotional

w  Mental

w  Physical

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Visual!How you look and act

Vocal!

55%!

38%!

How you use your voice

Verbal!What you say

7%!

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Your Presentation

u  Appearance

u  Voice and speech

u  Non-verbal

STAR Stories!

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Behavioural Interviewing Model

Purpose

Premise

Method

Past behaviour predicts future behaviour Interviewer wishes to seek an understanding of past experiences Interviewer collects examples, “STAR’s”, for each success factor

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Competencies w  Skills, abilities and personality traits that identify successful

employees against specific roles within an organization

w Visible Knowledge, skills and experience

w Hidden Attitudes, attributes, traits, self concept, personal

style, motivation and values

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Reflect on the following questions:

w  What key competencies are highlighted in your accomplishments?

w  What would people who know you well, say about your visible and hidden competencies?

w  What are the few things you do well that demonstrate your transferable skills?

w  Pick 3 key competencies that you can state with pride and conviction and discuss them with a partner

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STARSs

Situation Task Action Result

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False STARs QUESTION: What is one of your strengths? w  I think I was pretty good at meeting my month end

deadlines and reporting.

w  I consistently met my month end deadlines and reporting and quickly handled any problems that could cause a possible delay. For example there was a time when…..

〤

P

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Stay Away From…

“I thought…”

“I would…”

“I probably would…”

“Sometimes I…”

“Usually I…”

“Our team did…”

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STAR Samples Sample #1 Sample #2

Trigger Name: Tracking System Assoc. Directory

Situation, Task, Problem

Actions:

Results:

•  Hard to find client information • Needed a system to manage client

activity effectively

•  Created a computerized tracking system on FileMaker Pro that quickly enabled me to look up: 1) client conversations 2) mutual expectations

•  Efficient & productive meetings •  AND colleagues heard about it

and the system was implemented nationally, across the company

•  Year after year, lost money in production of Directory

• Difficulty attracting good sales people •  Hard to meet deadlines

•  Created 1st ever co-editor roles –partnered with the sales & production teams

• Developed commission model based on individual sales – huge motivator

•  High energy, enthusiastic sales team •  Turned a profit for the 1st time ever •  Produced a directory that the

association members loved

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Practice 1 : Your STAR Stories

Pick one STAR Story - 5 Minutes to takes notes Pick a Partner – Exchange Star Stories 3-5 minutes each Listen Carefully – Takes notes Share with the seminar participants

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Rapport Building

Difficult & Inappropriate Questions

Good Questions to Ask

Reflection & Follow-Up

Managing References

Negotiating Job Offers

Agenda Part 11:

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Interview Timeline

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First Impression

www.ravoth.com 28 Difficult Questions !

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Difficult Questions What are some difficult questions you don’t want to trip you up?

u  Why did you leave your last position?

u  What is your ideal job? Where do you see yourself in 5 years?

u  Tell me about something you had difficulty with in your last position.

u  Describe a time when your work was criticized.

u  What did you like the most and least about your last boss?

u  Why should we hire you?

u  You’re not the right candidate for the job…

Inappropriate Questions

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Inappropriate Questions

u  Are you married?

u  Do you have/plan on having any children?

u  What is your age?

u  What is your religion?

u  What’s the best way to deal with these?

Good Questions to Ask and When?!

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Questions to Ask §  Is this a new role or are you replacing someone?

§  What would you like done differently by the next person who fills this position?

§  What are the key priorities and challenges you see for a person in this role in the first six months?

§  What keeps you up at night? What are your challenges?

§  What are the competencies/qualities that are most important in this position?

§  How would you define your managerial style? How would we work together?

§  Tell me a bit about the corporate culture.

§  May I meet members of the team I will be working with?

YQ* - Your Good Questions to Ask What are good questions to ask…

1.  During the interview?

2.  At the end of the interview?

1-2 mins.

2-3 mins.

30-45 mins.

5-10 mins.

1-2 mins.

OpenEnded

Q’s

Tell Me About Yourself

IdleChit Chat Close

Next StepFollow-up

BehaviouralInterviewing(Specific Q’s)

“STAR”

YQ* = Your questions

YQ*

2-3 mins.

10-15 mins.

YQ*YQ*

1-2 mins.

2-3 mins.

30-45 mins.

5-10 mins.

1-2 mins.

OpenEnded

Q’s

OpenEnded

Q’s

Tell Me About Yourself

Tell Me About Yourself

IdleChit Chat

IdleChit Chat Close

Next StepFollow-up

Close Next StepFollow-up

BehaviouralInterviewing(Specific Q’s)

“STAR”

BehaviouralInterviewing(Specific Q’s)

“STAR”

YQ* = Your questions

YQ*YQ*

2-3 mins.

10-15 mins.

YQ*YQ*YQ*YQ*

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Time to Practice

Preparing for Your Practice Interview w  You will all get asked a few “difficult” general

questions. For example…

1.  Why did you leave your job? 2.  Tell me about yourself. 3.  What is your greatest strength? 4.  What do you consider an area of weakness?

w  Provide the interviewer a couple behavioural questions to practice STAR stories.

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STAR Samples Sample #1 Sample #2

Trigger Name: Tracking System Assoc. Directory

Situation, Task, Problem

Actions:

Results:

•  Hard to find client information • Needed a system to manage client

activity effectively

•  Created a computerized tracking system on FileMaker Pro that quickly enabled me to look up: 1) client conversations 2) mutual expectations

•  Efficient & productive meetings •  AND colleagues heard about it

and the system was implemented nationally, across the company

•  Year after year, lost money in production of Directory

• Difficulty attracting good sales people •  Hard to meet deadlines

•  Created 1st ever co-editor roles –partnered with the sales & production teams

• Developed commission model based on individual sales – huge motivator

•  High energy, enthusiastic sales team •  Turned a profit for the 1st time ever •  Produced a directory that the

association members loved

Reflection & Follow-Up

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Post-Interview Reflection What questions should you ask yourself following an interview?

u  What went well?

u  What would I do differently next time?

u  Is this opportunity something I want to pursue further?

u  Do I get the sense they see me as a viable candidate?

u  What information do I want to get in the next meeting in order to make a decision about this job?

u  What information do I need to ensure I get across regarding my experience and competencies?

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Post-Interview Follow-Up

What follow-up should you do?

Thank you to interviewers

Call to search/agency consultants

Call to referrals

Set a reminder for a date in the future to follow-up

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Mock Interview – Practice 11 Interviewee: §  Provide interviewer with a quick background of the position you are

interviewing for §  Give the interviewer additional questions they should ask you Interviewer: §  Ask a few general questions and then prepared behavioural interview

questions §  Watch for STAR stories and probe if you aren’t getting the required

information Observer: §  Evaluate and provide feedback §  Keep time: 10-15 minute interview and 5 minutes feedback

Managing References

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Strategic References Strategize your 3 references (include recent manager) Get their permission Provide them with…

Your resume The job description A description of why you want the role and why you are a good fit

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Reference Template

Name: Title: Working Relationship: Company: Phone: Email:

Negotiating the Offer

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BEST TIME

We love you

We must have you

We like you You accepted!

Who are you?

TOO EARLY TOO LATE

Negotiating the Offer

You signed, too late

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Compensation Options w Base Salary w Benefits & Pension w Vacation w Professional Development

w  Incentives w  Stock options w  Bonus w  Car w  Memberships w  Discounts w  Flexible hours

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Time to Play !

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