Fox Cities Managers May 2009

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Hiring is the most important thing managers do. Get it right and you build a winning team. Get it wrong and you spend time and money to correct mistakes. This presentation gives you a powerful tool for an effective interview experience.

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  • Fox Cities Managers May 2009

    1. 1. May 12, 2009 Behavioral Style Interview Questions Chuck Tomasi
    2. 2. Time Description Person(s) 6:00 Introductions All 6:20 Behavioral style interview questions Chuck Tomasi 7:15 Future topics Chuck Tomasi 7:30 Open discussion All
    3. 4. <ul><li>Check with your organization for info </li></ul><ul><ul><li>Hiring process </li></ul></ul><ul><ul><li>Fair and legal hiring practices </li></ul></ul><ul><ul><li>Your company EEOC (Equal Employment Opportunity Commission) policy </li></ul></ul>
    4. 5. <ul><li>Get a consistent interview experience </li></ul><ul><li>Target a specific skill, knowledge, competency, or ability </li></ul><ul><li>Avoid legal issues </li></ul>
    5. 6. <ul><li>Start with the job description </li></ul><ul><li>Identify the Skill, knowledge, competency, ability, or other (SKAO) </li></ul><ul><ul><li>What do your best people do that you like? </li></ul></ul><ul><ul><li>What do I expect them to do? </li></ul></ul><ul><ul><li>What does your team require to be effective? </li></ul></ul><ul><li>Create a lead-in or setup statement </li></ul><ul><li>Ask for an example of a situation </li></ul><ul><ul><li>What behaviors are you looking for? </li></ul></ul>
    6. 9. <ul><li>Accountabilities/Responsibilities </li></ul><ul><ul><li>Responsible for troubleshooting and maintaining servers at 5 remote locations </li></ul></ul><ul><li>Duties/Tasks (consider tools) </li></ul><ul><ul><li>Maintains tracking log for all system maintenance issues </li></ul></ul><ul><li>Work Environment </li></ul><ul><ul><li>Multiple temporary offices; varying work conditions </li></ul></ul><ul><li>Relationships </li></ul><ul><ul><li>Operates with little or not supervision </li></ul></ul>
    7. 10. <ul><li>Competencies </li></ul><ul><ul><li>A set of demonstrated behaviors (technical or leadership) </li></ul></ul><ul><li>Skills </li></ul><ul><ul><li>What a person does on the job </li></ul></ul><ul><ul><li>Combines knowledge with action </li></ul></ul><ul><li>Knowledge </li></ul><ul><ul><li>What a person needs to know to be able to do to a job </li></ul></ul><ul><ul><li>Involves information </li></ul></ul>
    8. 11. <ul><li>Abilities </li></ul><ul><ul><li>Aptitude or capability to do or learn to do the job </li></ul></ul><ul><ul><ul><li>“ Can do”, not necessarily “will do” the job </li></ul></ul></ul><ul><li>Other personal characteristics </li></ul><ul><ul><li>Related to attitudes or personality traits </li></ul></ul>
    9. 12. <ul><li>Express a time frame </li></ul><ul><ul><li>Periodically, occasionally, from time to time… </li></ul></ul><ul><li>What is it you do (or need to do)? </li></ul><ul><ul><li>We need to travel to work in different locations </li></ul></ul>
    10. 13. <ul><li>Start with an open ended question </li></ul><ul><ul><li>Tell me about a specific situation… </li></ul></ul><ul><ul><li>Explain your experience in… </li></ul></ul><ul><ul><li>Give an example to illustrate how you… </li></ul></ul>
    11. 14. <ul><li>Gather data about the: </li></ul><ul><ul><li>Circumstances of the S ituation and T ask </li></ul></ul><ul><ul><ul><li>Who was involved in the situation? </li></ul></ul></ul><ul><ul><li>Past A ctions specific to the SKAO defined </li></ul></ul><ul><ul><ul><li>What strategies did you use to sell your position? </li></ul></ul></ul><ul><ul><li>R esults </li></ul></ul><ul><ul><ul><li>What was the outcome? </li></ul></ul></ul>
    12. 15. <ul><li>Position: Administrative Assistant </li></ul><ul><li>Job Requirement: Create PowerPoint presentations for executive level audience </li></ul><ul><li>Critical Knowledge: Advanced knowledge/use of PowerPoint </li></ul>
    13. 16. <ul><li>Questions: </li></ul><ul><ul><li>This position frequently requires one to prepare presentations for the senior executive team. Tell me about a time you used PowerPoint to create a high profile presentation. </li></ul></ul><ul><ul><li>What kinds of features did you incorporate? </li></ul></ul><ul><ul><li>How did those features reinforce the points you were trying to make? </li></ul></ul><ul><ul><li>Describe the most complex presentation you’ve created. </li></ul></ul><ul><ul><li>How well-received was the presentation? </li></ul></ul>
    14. 17. <ul><li>Good to get “other side” of one-sided evidence </li></ul><ul><li>Gain a balanced view of skills and experience </li></ul><ul><li>Seeking positive information </li></ul><ul><ul><li>Susan, describe a situation in which you were able to make a critical decision with limited information. What were the consequences of an incorrect decision? What was the outcome? </li></ul></ul>
    15. 18. <ul><li>What would you do? </li></ul><ul><li>Premise: Intentions are related to behavior </li></ul><ul><li>Use when candidate has no prior experience </li></ul><ul><li>Example: </li></ul><ul><ul><li>You received a call from an angry client. She has been trying to obtain a report recently prepared by your supervisor. However, her calls have not been returned. She askes you to send her the report. What would you do? </li></ul></ul>
    16. 19. <ul><li>Can be open or close ended </li></ul><ul><li>Used to gain insight to experience </li></ul><ul><li>Example: </li></ul><ul><ul><li>What experience do you have with preparing executive presentations? </li></ul></ul>
    17. 20. 0 1 2 3 4 5
    18. 22. <ul><li>Manager Tools is working on one </li></ul><ul><ul><li>http://www.manager-tools.com </li></ul></ul><ul><ul><li>ETA later this year </li></ul></ul><ul><ul><li>Available to Premium Members </li></ul></ul><ul><li>Podcast </li></ul><ul><ul><li>How to create simple behavioral style interview question </li></ul></ul><ul><ul><li>http://manager-tools.com/2008/06/how-to-create-a-simple-behavioral-interview-question </li></ul></ul>
    19. 23. <ul><li>On-boarding/training process ideas </li></ul>
    20. 24. <ul><li>LinkedIn </li></ul><ul><ul><li>http://www.linkedin.com/groups?gid=1819730 </li></ul></ul><ul><li>Facebook </li></ul><ul><ul><li>http://www.facebook.com/home.php?ref=home#/group.php?gid=67519844111 </li></ul></ul>
    21. 25. 2 nd Tuesday of Each Month Date Topic June 9 Conflict Management – Ryan Kehl July 14 Thank you Notes August 11 Presentations Made Better September 8 Say It Well With E-mail October 13 Email management November 10 Personal productivity (GTD intro) December 8 Non-verbal communications
    22. 26. <ul><li>We appreciate you taking time out of your busy schedule and spending it with us to improve yourself and your organization </li></ul>

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