Job interviews are the ideal means to getting a candidate on board. Everyone is agreed on this. However, what goes into the interview is very important, and not just conducting the interview. An interview should not be just a session in which each side admires and congratulates the other and an offer letter is rolled out. It is very easy for an artful candidate to suppress her drawbacks and overstate her achievements and walk her way into the organization. When the management discovers her shortcomings later, it has to cut a sorry figure, because it would have wasted sufficient resources and time in getting the wrong hire.
Testing a candidate by probing her past achievements is not likely to yield the best result, because, as seen, one can be good at manipulating her track record. Even the most probing interviewer can be deceived at times if the candidate is skilled enough at this. So, what is the way out?
Behavioral interviewing, a technique which has been researched and refined over the last thirty years, is the solution to this problem. Behavioral interviewing is a proven, powerful technique for improving the quality of information gained during the interview process. Rather than being something that makes interviewing a formality; behavioral interviewing produces powerfully predictive data which sharply improves the accuracy of hiring decisions. Behavioral interviewing has consistently improved the accuracy of selection and has enabled hiring managers to make more competent and confident hiring decisions.
All the nuances of behavioral interviewing
A webinar from TrainHR, a leading provider of professional trainings for all the eras of human resources, will explain this concept in greater depth at a webinar that it is organizing. Harry Brull, who during his tenure as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps; will be the speaker at this webinar.
Please visit TrainHR to register for this webinar and to gain complete understanding of how to instill the art of effective behavioral interviewing into your organization.
Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.
This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).
Simple, but strong tool for assessing future behaviors
This session will explain the techniques of behavioral interviewing, at which the speaker will offer attendees simple, but powerful and effective tools that help extract perceptive and critical information from candidates, which will help them make decisions.
Harry will start with imparting an understanding of the factors which lead to job success. He will show the ways of question-asking and probing techniques, which can be a powerful predictor of the candidate’s capabilities. The method of getting the whole story from candidates, so that managements do not get unpleasant surprises into the candidate’s tenure in the organization, will be shown.
Harry will show how to evaluate candidate responses and to draw a connection between that input and the behaviors she exhibits after she has taken up the job. The level of acceptance of the job from the candidate is an important indicator of the success of the interview. This webinar will show the techniques needed for increasing the probability of acceptances to job offers.
Of high value to personnel who are involved in the process of hiring, such as HR Generalists, HR Directors, Line Managers involved in Hiring, and Business Owners; this webinar will cover the following areas:
- The structure of competence
- The best predictor of future behavior
- Opening the interview
- Interview information categories
- Designing effective interview questions
- Probing for the whole story
- Evaluating the information received
- Telling and selling.