HR professional using behavior-based interviewing skills to find an appropriate candidate

Instructor-Led Training

How to Conduct Behavior-Based Interviews

Behavior-based interviewing can help you pick the person who’s the best fit for the job. Instead of relying on your gut instinct, use this structured, job-specific, organization-specific approach to gather the information you really need and pinpoint the most appropriate candidate.

With a little preparation, you’ll be armed to spot red flags, determine applicants’ skill and willingness to do the job, use the telephone to cut your time investment, avoid potentially damaging questions, get candidates to open up and reveal who they really are and use data to make a good job placement decision.

Course Outcomes

Evaluate the presence or absence of critical job-related skills, attitudes or organizational values
Determine how a person is likely to act on the job based upon his or her motivation
Avoid costly hiring mistakes
Conduct legally compliant interviews
Hire the best possible candidate for a job

Course Agenda

Instructor-Led Training

Print Agenda

Session 1: The Basics of Behavior-Based Interviewing

Identify what behavior-based interviewing is and its benefits
Discuss the difference between an interview and a conversation
Understand human behavior: The Iceberg Model
Discover people’s motivation to work — and to work in the job you have available
Learn about the 4 kinds of applicants and which one to hire
Prepare for a great interview
Identify exactly what you’re looking for in a candidate
Consider organizational culture and build it into job descriptions

Session 2: Screening Candidates

Session 3: Conducting the Interview

Set up a structured interview: Know what to cover and how much time to spend in each area
Create the ideal interview setting
Avoid these questions in every interview or you could end up in court
Question and probe to unearth what you need to know
The 3 common types of interview questions and how to use each
Construct behavior-based questions that let you know what a candidate is really like
Use behavioral examples to determine skill level, identify strengths and pinpoint shortcomings
Maximize interview time by testing behavior-based questions early on

Session 4: Digging Deeper

Ask questions that determine if a candidate is a team player, a quick learner and a methodical worker
Learn multiple ways to say, “Please elaborate on that...” to minimize ambiguous responses
Communication essentials: Learn to read body language
Keep information flowing so you don’t accidentally cut off a candidate too soon
Take notes that will make sense later and help you in the hiring decision
Involving other interviewers: Invite key stakeholders, and how to involve them in the process
Move from data to good decisions regarding hiring

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