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Q&A on Behavioral Interviewing with Wynn Schoolnik
Wynn Schoolnik
October 25, 2017

How Would You Define Behavioral Interviewing?

“A thorough, planned, systematic way to gather and evaluate information about what candidates have done in the past to show how they would handle future situations.”
– Herbert G. Henneman III, Professor of Business, University of Wisconsin

How is Behavioral Interviewing Different Than Traditional Techniques?

Behavioral Interviewing analyzes specific behaviors, not just subjective impressions – data, not gut.

  • Does not focus on education, experience, and knowledge
  • Is up to 55% predictive of future on-the-job behavior, traditional interview is only 10% predictive
  • Does focus on the “How and Why”
  • Gets the candidate talking

Why Is Behavioral Interviewing Superior to Other Methods?

“The most expensive person you will ever hire is the one you have to fire.”
– Mel Kleinman

Hiring smart helps an organization to staff itself with employees who meet the knowledge, skills, abilities, and qualifications needed to create a positive work culture.

How Can You Implement Behavioral Interviewing Techniques?

Ask open-ended Questions such as: “How did you…” or “Tell me about…”

  • Have you contributed anything significant in your job (closed) vs. Describe your contribution in a significant work achievement and what was the outcome (open).
  • Have you ever run into a problem at work (closed) vs. Tell about a time you ran into a problem at work, what did you do to fix it, and what was the outcome (open).
  • Please describe a time when you did not accomplish a goal and how you rectified the situation.
  • Please give an example of a time you worked with a colleague or group to solve a problem.
Wynn Schoolnik

Wynn Schoolnik

Author

With 35+ years of HR experience, Wynn is an expert in staffing and recruiting. He has placed candidates at all levels within various business sectors.

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