Tips for Hiring Managers: How to Conduct Behavior Based Training? |
Posted: March 1, 2018 |
Behavior-based interview is a technique often used by many hiring managers to collect more information about a candidate’s skills and attitudes. Behavioral-based interview questions aim to predict a candidate’s suitability for a job role depending on their behavior in past jobs. By finding out more about a candidate’s behavior in a similar situation in the past, a hiring manager predicts how they will perform in the future. These questions help managers to uncover a candidate’s approach to problems that are important to a company’s culture. This is the reason why managers often go for interviewing skills training. Here are some tips for hiring managers who want to conduct a behavior-based interview. Choose your questions carefully Your time with each candidate is limited. You have to extract the most relevant information about their experiences, so it is important that you carefully choose your interview questions. To focus on them, think in relation to. Look at the job description and decide the key competencies needed to successfully perform the role. Make a note of knowledge, skills, and abilities the position require. Your company might have a unique culture, and like all other organizations, you would wish that candidate can thrive in your workplace. So, ask questions which indicate that the candidate will easily adjust to your work environment. Be consistent Prepare a set of questions for each role. Ask the same questions to all candidates, either in same wording or same order. This way, you will be comparing and evaluating the candidates in the best possible manner. Divide the questions Candidates often repeat the same answers to multiple interviewers. To avoid this, divide up the questions based on interviewer's area of focus with a specific role. For example, a project manager asks teamwork related questions while some companies choose to ask cultural fit behavioral questions. Evaluation If possible, create a checklist as well as a scoring system for every question and area of focus. Objective measures will prevent an unconscious interviewer bias when it comes to making the hiring decision. An interview process is part of an employer’s brand. Getting organized about how you conduct interviews shows that you respect yours as well as candidate’s time. It makes your hiring decision easier. Behavioral interview, of course, needs some planning ahead, but in longer run its payoff is high. It allows you to choose the most suitable candidate for a job position.
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