Career Transitions - Newsletter

Behavioral Interviewing Techniques

A key indicator of future performance is taking a look at past practices. Behavioral interviewing techniques give hiring authorities and Human Resource professional's insight needed to differentiate job candidates from one another. These techniques examine an individual's past results to help determine future job performance. If structured properly, many times candidates are unaware they are participating in behavioral interviews.

A few key tips on conducting and developing these techniques include:

Doing your homework. Determine what the job requires and the type of performance you expect. Understanding the required outputs of success is critical to identify behaviors during the job development, interviewing, and qualification stage.

Perform an audit of the position and interview successful people already in the role. Look for character traits that successful employees possess. Begin to model your questions around these character traits to determine if the individuals you are screening can be successful in the role.

Develop a predetermined list of questions addressing success factors to help you determine success traits. You can then begin to differentiate candidates from one another.

Begin selecting candidates that model the traits or characteristics you determined in the first stage of the process.

Be consistent. Remember that all job prospects should be evaluated by the same job related criteria to avoid any legal issues.

With the current market demands for employees, behavioral based interviewing techniques may help you find that "needle in the haystack." Let Career Transitions know how we can help develop Behavioral Based Interview Practices.

August/2009	Issue: 9
	Back Issues
Behavioral Interviewing Techniques A key indicator of future performance is taking a look at past practices. Behavioral interviewing techniques give hiring authorities and Human Resource professional's insight needed to differentiate job candidates from one another. These techniques examine an individual's past results to help determine future job performance. If structured properly, many times candidates are unaware they are participating in behavioral interviews. A few key tips on conducting and developing these techniques include: Doing your homework. Determine what the job requires and the type of performance you expect. Understanding the required outputs of success is critical to identify behaviors during the job development, interviewing, and qualification stage. Perform an audit of the position and interview successful people already in the role. Look for character traits that successful employees possess. Begin to model your questions around these character traits to determine if the individuals you are screening can be successful in the role. Develop a predetermined list of questions addressing success factors to help you determine success traits. You can then begin to differentiate candidates from one another. Begin selecting candidates that model the traits or characteristics you determined in the first stage of the process. Be consistent. Remember that all job prospects should be evaluated by the same job related criteria to avoid any legal issues. With the current market demands for employees, behavioral based interviewing techniques may help you find that "needle in the haystack." Let Career Transitions know how we can help develop Behavioral Based Interview Practices.	July 2009 June 2009 May 2009 April 2009 March 2009 February 2009 January 2009 December 2008 In This Issue Behavioral Interviewing Techniques Who We Are...Contact Us Who We Are Amy Szuba Senior Contract Recruiter Angie Fitzpatrick Manager, Professional Accts Brenda Comer Office Manager Brian Hulecki Senior Search Consultant Elaine Chaffee Executive Vice President Elizabeth Muellner Director, Career Mgnt Services Jeff Tuholski General Manager Kristin Jarrin Recruiter