behavior-based interviewing - cdn.ymaws.com · the behavior-based interview establish rapport set...
TRANSCRIPT
Diane Lustenader, SPHR, ACDLake Associates, Inc.
Behavior-Based Interviewing
Find out why better interviewing matters
Review a few legal precautions
Learn how behavior-based interviewing is different from traditional interviewing & how it works for all levels of candidates
Our Agenda
Retaining What You Learn
10% of what we read20% of what we hear30% of what we see50% of what we see & hear70% of what we say90% of what we say & do
Replacement cost as % of first year salary?
Non-exempt ____%Exempt ____%Executive ____%
P. 2
WIIFM?The High Cost of Turnover
Replacement cost as % of first yearsalary?
Non-exempt 50-75%Exempt 75-125%Executive 100-200%
P. 2
WIIFM?The High Cost of Turnover
HR & Line Staff
Line Staff Only
CAMPUS
TESTS
TEMPS
RECRUITING
INTERVIEWS
Who Interviews?HR
Only
BNA January 2003 HR Department Benchmarks & Analysis
General Interviewing Cautions
Do not ask discriminatory questionsDo not ask personalquestionsDo not allow false notions to influence your decisions
Pp. 3-4
Table Discussion Question #6
Is it legal to ask a candidate:a. When did you graduate from college?b. If hired, can you provide proof that you
are 18 years of age?c. What languages do you read, speak or
write fluently?d. Have you ever been arrested?e. Are you capable of performing this job, as
described to you, in a safe manner?
General Interviewing Cautions
Beware of tendencies toward stereotypesFocus on job-related itemsBona fide occupational qualificationsAsk the same questions of all applicantsKeep records of interviews Pp. 5-6
Uniform Guidelines (1978)
Applies to “tests” and selectionprocedures …
ApplicationInterviews
… which are used as basis for any employment decision.
Hire, train, promote, fire, etc. P. 5
Don’t ask about disabilityDon’t assume disability will limit applicant’s performanceDon’t require a medical exam before making a job offerOffer reasonable accommodation to applicants P. 6
The ADA (1990) & NYS HRL
The key:A consistent interview and employment processing system
Legal Cautions in a Nutshell
Requisition
Strategy
Source
Interview Preparation
Other TestsDrug Tests
Interview Follow-up
Reference Checks
Screen
Interviews
The Selection Process
Select
Post-Offer Physical
Offer
P. 7
Evaluate
New Hire Procedures
Interview Approaches
Two main interview systems
Traditional
Behavioral
Different types of interviews:ScreeningMultipleGroup
Different types of candidates:EntryExperienced ProfessionalsManagement & Executive
Uses for Behavioral Questions
Interview Preparation
Identify SkillsEvaluationCriteriaCore QuestionsArrange Logistics
P. 8
Analyze Job
Technical Skills
Performance Skills
SKA
P. 9
What is done on jobSpecific equipment, software, etc.Skill level & behaviorsApplication of knowledge“Duties & Responsibilities”“Prior Experience”
P. 10
Technical Skills
Performance Skills
How the work is done - methods & approaches
Tend to be attribute-oriented … keep them behavioral“Style”“Company Culture” “Competencies” P. 11
Orange paper on table –performance factor & position infoTable group works together to define the factor through behaviorsSome samples on the bottom of page 11
3 Minutes P. 12
Practice – Performance Skills
Decide evaluation criteria & methods before interviews startIncorporate evaluation system into interview process
P. 13
Evaluation
Use of MS Office
P. 13
MS Office >3 yrs.Advanced Word (tables, mail merge), Excel (macros, linked sheets), PowerPoint (animations), Access (forms)
Lotus & Word Perfect 3+ yrs.Word, Excel, PowerPoint (doc. creation, intermediate features)Outlook address bookManage folders
No Suites exp.Basic Windows navigationCreate & save a documentEmail - send & receive messages
15-20 pts.8-14 pts.0-7 pts.
Evaluation Example
Core behavioral questionsWritten down! Room for notesCover every evaluation factorTechnical & performance skillsPlan for screening, initial, follow-up, individual & group interviews P. 14
Interview Guide
Sample Questions
“Generic” behavioral, pp. 15-16Specific behavioral, pp. 17-18“Generic” traditional, p. 19
Pp. 15-19
The Behavior-Based Interview
Establish RapportSet the RulesCore Behavioral QuestionsFollow-up ProbesContrary EvidenceCandidate’s QuestionsCloseNotes, Summary, Evaluate P. 20
Rapport“Housekeeping”
Interview scheduleInterview contentNote takingApplication & resume
P. 21
Starting the Interview
Funnel
Core Questions
Probe for UnderstandingSkill Practice
Pp. 22-23
Questioning
Contrary Evidence
Balanced PictureMore complete understandingAvoids stereotyping & halo/hornsFirmer legal ground
P. 24
Close Interview
Candidate’s questionsFinal details
Benefits summaryCompany portfolioRemainder of process
Their perspectiveEscort candidate out P. 25
Initial Notes & EvaluationFollow-up Interviews“Testing”“Team” EvaluationSelectOfferHire & Orient
P. 26
Complete the Process
The key:A consistent interview and employment processing system
Better Results