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Behavioral Competency Based Interviews Guide
 

Behavioral Competency Based Interviews Guide

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This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/behavioral-competency-based-interviews-guide-242

By using this guide you will no longer evaluate job applicants based on general impression and random questions. You will evaluate applicants objectively using specific questions to test specific behavioral competences.

This offers a comprehensive guide on how to systematically conduct behavioral interviews for job applicants. Choose from the list of interview questions and competences to test your candidates effectively. And evaluate applicants' competences using a rating scale.

This guide provides market ready material and is already adopted by many top tier companies around the world.

The secondary file contains an additional list of competencies and questions for reference.

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    Behavioral Competency Based Interviews Guide Behavioral Competency Based Interviews Guide Presentation Transcript

    • Behavioral competency based interviews How to conduct structured behavioral interviews to methodically and objectively evaluate your candidates
    • Introduction Business intellectual 3 Behavioral interviewing is based on discovering how the interviewee acted in specific employment-related situations. The idea is that how he behaved in the past will predict how he will behave in the future. It also determines important aspects of interviewee’s personality, attitude and ability to learn. Prospect candidate often do exceptionally well in the behavioral interview. It is therefore necessary that the interviewer knows how to effectively interview candidates and accurately evaluate their behavioral competences. This document will help you:  Conduct a systematic behavioral interview.  Eliminate subjective judgment on candidates.  Methodically evaluate each answer.  Identify prospect candidates regardless of their technical skills. In order to achieve the above, this document will:  Provide a list of behavioral competences  Show how to choose relevant competences to test in an interview  Provide a clear set of questions for each competence  Show how to accurately evaluate answers using pre-determined guidelines
    • List of competences Analytical thinking Conflict resolution Innovation Persuasion Adaptability Customer Service Integrity Presentation Attention to Detail Decision Making Management Teamwork Communication Initiative Delegation Time Management
    • List of interview questions Business intellectual 7 It’s a job with constantly changing variables that requires adjustments to work process. Tell us about a situation in which you had to adjust to changes over which you had no control. How did you handle it? What do you do when priorities change quickly? Give one example of when this happened. How have you adjusted your style when it was not meeting given objectives and/or people were not responding appropriately? Adaptability e.g. Project management
    • List of interview questions Business intellectual 9 It’s a job that mainly requires dealing with colleges, clients etc.. Describe a situation in which you were able to effectively "read" another person and guide your actions by your understanding of their individual needs or values. Describe a situation when you were able to strengthen a relationship by communicating effectively. What made your communication effective? Describe a situation where you felt you had not communicated well. How did you correct the situation? Communication e.g. Deal negotiation
    • List of interview questions Business intellectual 11 It’s a job based on serving clients. How do you handle problems with clients? Give an example. How do you go about establishing rapport with a client? What have you done to gain their confidence? What have you done to improve relations with your clients? Customer Service e.g. Call center
    • List of interview questions Business intellectual 13 It’s a job that requires proactive spirit to be productive. Give some instances in which you anticipated problems and were able to influence a new direction. What changes did you initiate and implement at your most recent place of employment? Describe a project or idea that was implemented primarily because of your efforts. What was your role? What was the outcome? Initiative e.g. Business and market development
    • List of interview questions Business intellectual 15 It’s a job of a sensitive nature and usually involves sensitive information. We work with a great deal of confidential information. Describe how you have handled sensitive information in a past work experience. What strategies did you utilize to maintain confidentiality when pressured by others? Give examples of how you have acted with integrity in your job/work relationship. If you can, tell about a time when your trustworthiness was challenged. How did you react and/or respond? On occasion, we are confronted by dishonesty in the workplace. Tell me about such an occurrence and how you handled it. Integrity e.g. Jobs with security clearance
    • List of interview questions Business intellectual 17 It’s a senior job that requires managing people. Do you consider yourself a macro or micro manager? How do you go about delegating work? What was the biggest mistake you made when delegating work? How do you manage cross-functional teams? Delegation e.g. Team leader
    • List of interview questions Business intellectual 19 It’s a job that requires communicating information or speaking in conferences. How do you prepare for a presentation to a group of technical experts in your field? How would you describe your presentation style? Tell us about the most effective presentation you have made. What was the topic? What made it difficult? How did you handle it? Presentation e.g. Knowledge transfer professional
    • List of interview questions Business intellectual 21 It’s a job that involves executing simultaneous functions. Describe a situation in which you had to arrive at a compromise or help others to compromise. What was your role? What steps did you take? What was the end result? Describe a team experience you found disappointing. What would you have done to prevent this? Describe the types of teams you've been involved with. What were your roles? Time Management e.g. Cross departmental work
    • Answer rating scale Business intellectual 23 0 1 2 3 4 5 Candidate applies competence in extremely difficult situations, he/she is an expert. Candidate applies competence in very difficult situations, requires little or no guidance. Candidate applies competence in difficult situations, requires occasional guidance. Candidate applies competence in barley difficult situations, requires frequent guidance. Candidate applies competence in very simple situations, requires extensive guidance. Candidate gives unrealistic answer and/or display negative behavior.
    • How to evaluate competences Business intellectual 25 Adaptability  Stays calm in face of difficulties.  Develops strategies, not plans (i.e seeks alternative options in case things don't go as expected without deviating from project scope).  Thinks quickly and responds to sudden changes.  Keeps a positive attitude towards all courses of action.  Reprioritizes workload when faced with unexpected changes Attention to Detail  Analyzes a problem/task patiently.  Explores all elements of a problem before taking action.  (Naturally conscious about work specifics).  (Is sometimes a perfectionist).
    • How to evaluate competences Business intellectual 27 Customer Service  Acquires thorough knowledge of relevant product/service/process.  Treats customers with a friendly and helpful attitude and is always positive.  Helps customers efficiently, Decision Making  Makes decisions logically.  Evaluates options systematically.  (Experienced in effective decision making).  Learns from past mistakes and refine his decision making process.  (Not reckless).  (Has a strong and rational attitude).  (His decisions can be influenced by arguments not by appeals).
    • How to evaluate competences Business intellectual 29 Management  Develops and leads a team.  Organizes effectively work plans.  (Firm and assertive).  (Does not bend easily to suggestions or appeals). Delegation  Appreciates the necessity of delegation.  Identifies subordinates that are capable of handling delegated tasks.  Makes best use of his team.  Acquires the big picture of work plan. Persuasion
    • How to evaluate competences Business intellectual 31 Teamwork  Knows what makes a team successful.  Cares about team results, not only satisfied with accomplishing his own tasks.  Takes responsibility for team mistakes; doesn't throw the blame around.  Assists colleagues in their tasks when necessary, even if the workload distribution is unfair. Time Management  Monitors progress done by colleagues working in the same project.  Manages large workload, distributed on several tasks.  Determines priorities in scheduling his time effectively.  Determines the reasonable amount of time required for each task
    • Interview case scenarios Business intellectual 33  Scenario 2: the interviewee gives an incomplete answer, the interviewer asks for details. Give an example of how you have been successful at empowering a group of people in accomplishing a task. I once led a team of four members working on a university project to write a comprehensive business plan for an ICT business idea. We successfully finish the project before deadline and receive a very good grade. How did you ensure effective cooperation between the team members
    • References Business intellectual 35 Content references http://apps.opm.gov/adt/contentfiles/siguide09.08.08.pdf http://new.sipa.columbia.edu/sites/default/files/Interviews-Behavioral.pdf Check out more documents from Business Intellectual https://flevy.com/seller/Busintellect
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