9119. Behavioral Interviewing - Selecting the Right Candidate Every Time
|Date||February 3, 2014|
|Time||8:00 am - 12:00 pm|
|Location||Robinson Tower - 200|
What if there were a way to predict how a candidate will perform on the job? There is. It is called behavior-based interviewing. Working habits and past actions are the practical foundation for predicting job performance. The good news is that you can learn how to ask past-event questions and gain behavioral predictors of job performance.
- Define behavior-based interviewing as a job-related interviewing strategy that draws from past actions to predict future performance.
- Explain the benefits of using a behavior-based interviewing strategy.
- Formulate behavior-based interview questions.
- Gain behavioral predictors by asking past-event questions and following up with behavioral probes.
- Ask reverse questions to minimize snap judgments and bias.
- Ask follow-up probes for more information when a candidate's non-verbal behaviors signal strong feelings about an answer.
- Improve defensibility and minimize legal risks by asking job-related questions during a structured interview.
|More Information||Read More »|
|Publisher||zz (old) Training & Development|
|vCal||Download this event|