When it comes to hiring effective employees, the best interview method is undoubtedly the Behavioral-based interview format where the interviewee formulates responses to specific situations he/she has actually encountered at the workplace. The concept is that past performance is the best predictor of future performance. This kind of interview format helps employers know what the employee can and cannot do based on assessing past work behaviors.
Objectives of the Presentation
Upon completion of this program you will:
Why Should you Attend
- Take the right steps to prepare for every interview
- Create behaviorally anchored interview questions
- Identify job related behavioral competencies
- Identify Legally Problematic Questions
- Cite the Steps for Preparing for an Interview
What is the cost of a bad hire? Imagine the impact poor selection has on customer care, annoyed and irritated coworkers, possible litigation, rehiring cost, damaged reputation, not to mention lost sleep. A short interview with a poor hiring decision can lead to months and years of frustration. There are no guarantees but there are best practices that help hire great employees and manage risk.
The interview is our most important selection tool yet traditional interviewing has only a 10% success rate of predicting on-the-job behavior - apparently we aren't as good at judging behavior as we think. Fortunately we can improve this predictability by over 500% with Behavioral Based Interviewing. Our hiring decisions ultimately determine our business success and it is critical that we maximize our efforts.
This webinar will provide you with background, tips and tools necessary for integrating behavioral interviewing into your selection process. This webinar will help participants gain firsthand knowledge about how to leverage the power of Behavioral Based Interviews and SOAR questioning to obtain greater outcomes.
The Session will cover Key Topics such as:
- The basics of behavioral-based interviews
- Why traditional interviews are not suited for all jobs
- SOAR Fundamentals and how to apply SOAR in your interview
- Preparing for a behavioral-based interview
- 338 Behavioral based questions for practice
- Top 10 Tips for Interviewers
- 15 Key Competencies to Add to Your Job Description and Include in Interviews
- Understand source of interviewer rater errors
- How to link corporate values to employee selection
- Conduct thorough, targeted interviews to maximize hiring success
- The secret formula to formulating the perfect Behavioral-Based Interview questions
- Learn how to remove subjectivity from hiring decisions
- Obtain a clear, concise and effective interview structure
- Making objective selection decisions based on responses to your behavioral interviewing techniques
Who will Benefit
- 43 Behavioral Based Interview Questions
- 338 Behavioral Based Interview Questions
- Competencies for Job Descriptions and Interviewing
- Acceptable and unacceptable inquiries
- HR Professionals
- Employment specialists
- Company leaders including directors, managers, and front-line supervisors
The SOAR method (Situation - Obstacle - Action - Result) of Behavioral-based interviews helps you to make each department at your workplace more productive and efficient by hiring the right employees for the job.
One study found that traditional interviewing predicted future employee success only 10% of the time but Behavioral Based Interviewing improved that rate by over 500%. Behavioral based interviewing is a wonderful technique that aims to show that past behavior predicts your future behavior. Traditional interviewing focuses solely on hypothetical questions, but fails to analyze the candidate's past behavior under a different employer, but under a similar job role.
The SOAR method on the other hand works flawlessly in extracting behavioral attributes of the candidate by asking him/her situational questions that helps employers to pre-determine that candidates core competencies that fit perfectly into that particular job's requirements.
The SOAR method works like this:
- Briefly contextualizing a real life situation that you actually experienced in your past employment
- Defining the problems that came in your way while chasing a goal/target
- The specific workarounds you formulated to overcome those obstacles/opportunities
- Sharing the quantifiable and qualitative outcomes of your decisions and actions