6 Employer Behavioral Interviewing Tips to Avoid an Interview Disaster
I recently wrote a piece for The National Journal of Human Resources Management, Canadian HR Reporter. Usually, you would have to purchase a subscription to view this article but, with their permission I was able to get a copy of the article for Goldbeck’s Blog. The full Behavioural Interview article is in PDF format and the link is below.
Directly from the National Journal of Human Resources Management:
Do Your Homework on Behavioural Interviews
Prep work by employerse, employees helps ensure nobody’s time is wasted
Critics argue interviews are a waste of time — the candidates who excel in interviews are the ones who know how to sell, but are not necessarily the best people for the job. So what is missing from the hiring process to prevent potentially great employees from slipping through the cracks while filtering out the bad eggs?
A necessary and effective method is behavioural interviewing, which reveals a candidate’s experience, level of expertise, thought process and logic. It’s based on the premise that past performance is a predictor of future performance. Behavioural questions elicit examples from candidates that showcase skills and experience. Instead of “Do you know how to…?” it is “How did you…?” or “When was the last time you…?”
But there is more involved with behavioural interviewing than just the interview, so it’s important to do your homework.
Here are a few pointers:
Make sure everyone is on the same page
- Identify the key competencies and characteristics
- Have a rating scale
For the full article
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