Behavioral Interviewing

Leaders are known by the people they hire. This program gives an organization and its managers the ability to make the right hiring decisions and avoid costly mistakes. It helps build competency-based & behavior based interviewing skills using the principle that past and present behavior is the best predictor of employee’s retention and performance.

As a manager or HR personnel you want to hire a right candidate for the job so that there are no regrets at a later stage. In traditional interviewing process you usually give an imaginary situation and ask the candidate how he/she would have behaved or dealt with that situation in order to predict his/her critical thinking skills, decision-making skills or analysis. However, it has been found that traditional way of interviewing does not guarantee that the candidates will deal a similar situation in the future, the same way they assured during the interview process. This is chiefly because, first, the situation was imaginary and second, the candidate would have overstated his/her statement during the interview process.

Behavioral interviewing believes the fact that ‘your past behavior in a similar situation predicts the way you would behave in the future’. Based on this fact managers adopt behavioral interviewing techniques that would equip them with strategies and tools to choose the right candidate. This program will enable managers, HR personnel and all senior professionals to imply effective strategies of behavioral interviewing in order to make hiring process result oriented.

  • Make right hiring decisions by avoiding costly mistakes
  • Establish key pointers from the past and present behavior patterns of the candidate
  • Establish fitment to the organization’s culture and values
  • Establish the candidate’s strengths and weaknesses to establish fitment to the role and tacit expectations.
  • Make the interviewing process consistent, diligent and effective for best results.

Program Outline

  • The importance of behavioral interviewing vs. other methods
  • 4 steps of interviewing
  • Tools and techniques for interviewing
  • Avoiding legal pitfalls in interviewing
  • Dealing with difficult candidates