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Successful Behavioral-Based Interviewing Techniques

 

Speaker Name :William Rothwell


Recorded Session

90 Minutes

Overview

Hiring mistakes can cost money – lots of money. In fact, it can cost as much as one-and-a-half times the salary of “bad hires” to replace them. Inadequate evaluation of critical skills cost millions of dollars each year because objective job data have not been collected.

Learning what makes a person qualified to work for you is difficult, especially when you have just a half-hour interview with them in a conference room. 

Because of this time constraint, you might feel compelled to haste through the candidate's resume, asking the candidates questions about each job title and highlighted point they've written down from top to bottom.But if you want to know what makes the applicant valuable to you, it's important to get to know them beyond their RESUME. The best way to uncover this value is to ask Behavioral Interview questions.

Using Behavioral-based questions in an interview is one way employers like to try and find the right fit for their job. Behavioral Questions ask for specific examples from a candidate about his/her past behavior on the job

Overview

Interviews can be easily manipulated. For Example. There are some candidates who are better interviewees than the managers who try to interview them. As a result, sometimes hiring mistakes can be made that are costly and difficult to correct. This information helps those responsible for interviewing understand how to look for behaviors linked to successful job performance. 

This topic also helps interviewers understand how to score interviews so that they may be used over time to compare job applicants.

Learning Objectives

  • You will be able to define behavioral-based interviewing.
  • You will be able to review how behavioral-based interviewing questions are developed.
  • You will be able to discuss how to conduct behavioral-based interviews.
  • You will be able to describe how to plan, open and close the interview.

Areas Covered

The What and Why of Behavioral-Based Interviewing

  • What Is Behavioral-Based Interviewing?
  • Why Is Behavioral-Based Interviewing Superior to Traditional Interviewing Approaches?

How Are Behavioral-Based Interviewing Questions Developed?

  • Using Previously-Developed Behavioral Questions
  • Using Tailored Behavioral Questions
  • Preparing Behavioral Questions from Scratch

Conducting Behavioral-Based Interviews

  • Planning the Interview
  • Opening the Interview
  • Conducting the Interview
  • Closing the Interview
  • Using the Interview in Combination with Other Selection Approaches

Who should attend

  • Human Resource Managers
  • Recruiting Professionals of all levels
  • Personnel Managers
  • Supervisors
  • Business Owners
  • Managers
  • Benefits Administrators
  • Payroll Professionals
  • Basically for anyone who is responsible for interviewing your next potential hire.


ON-DEMAND

  Downloadable recorded   $229
  Training CD   $299

Speaker Profile

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow is president of Rothwell & Associates, Inc. and Rothwell & Associates, LLC (see www.rothwellandassociates.com). He is also a professor-in-charge of the Workforce Education and Development program, Department of Learning and Performance Systems, at The Pennsylvania State University, University Park campus. He has authored, co-authored, edited, or co-edited 350 books, book chapters, and articles—including 105 books.

Before arriving at Penn State in 1993, he had 20 years of work experience as a training director, HR and organization development in government and in business. He has also worked as a consultant for over 40 multinational corporations--including Motorola China, General Motors, Ford, and many others. In 2012 he earned ASTD’s prestigious Distinguished Contribution to Workplace Learning and Performance Award, and in 2013 ASTD honored him by naming him as a Certified Professional in Learning and Performance (CPLP) Fellow. In 2014 he was given the Asia-Pacific International Personality Brandlaureate Award. He was the first U.S. citizen named a Certified Training and Development Professional (CTDP) by the Canadian Society for Training and Development in 2004.

His recent books include Organization Development in Practice (ODNETWORK, 2016), Mastering the Instructional Design Process, 5th ed. (Wiley, 2016), Effective Succession Planning, 5th ed. (Amacom, 2015), Practicing Organization Development, 4th ed. (Wiley, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), and Beyond Training and Development, 3rd ed. (HRD Press, 2015).

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