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Would you agree that the best interview questions would be the ones that, like a fortune teller, could help you look into your crystal ball and predict a candidate's future work performance?
Well, you could try to find a good fortune teller and add her to the interview team. Or there IS an even better way to predict the future: use Competency and Behavioral-Based Interview Questions!
Definition of Competency & Behavioral-Based Interview Questions:
A
method of using situational questions to elicit a response from a
candidate that will describe the candidate’s past behaviors and actions
in a specific situation or circumstance.
The
best interview questions are based upon: 1) the competencies and behaviors
required for success in the job, and that ask 2) the candidate to share
detailed examples of their expertise, in each area.
Past behavior is one of the best predictors of future performance.
Competency and Behavioral-Based Interview Questions are the best interview questions to ask because:
“Lip Service Lies, Past Behaviors Don’t.”
Step 1: Pick the competencies, personal skills and
behaviors crucial for success in the job.
Definition for Organized Workplace:
The job's success depends on systems and procedures;
its successful performance is tied to careful organization
of activities, tasks and projects that require accuracy.
Record keeping and planning are essential components of the job.
Step 2: Develop interview questions for each key job area
using opening statements that ask for examples. Such as:
Step 3: Press for specifics and listen aggressively.
Almost half of newly hired employees will fail within 18 months. In a Human Resource study of 312 companies that had collectively hired more than 200,000 people. 46% failed in the first year and a half, and only 19% had unequivocal success.
The study revealed what most interfered with the new employee's success:
As surprising as these numbers are, even more surprising is that 82% of hiring managers had a sense that the employee wouldn't work out!!
They saw subtle signs of areas that could be potential problems during the interview. But they ignored the signs because they were either too focused on other issues, were too pressed for time, or they lacked confidence in interpreting them.
Don't let this be you! Be sure to use ALL Three Best Interview Questions Steps.
Pick the best interview questions by tying what you ask directly to what the job needs and then press the candidate for specific examples of past performance.
Be sure to pay close attention and listen aggressively and to follow up on any and all vague answers and concerns.
Following these steps will help you get a glimpse of your future with this person. It's kind of like having your very own Fortune Teller!
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