Your SlideShare is downloading. ×
0
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Behavioural Interviewing by Joachim Ravoth
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Behavioural Interviewing by Joachim Ravoth

575

Published on

This presentation is customized for job seekers who wanted to have a quick download about behavioural interviewing. It gives a great overview of what to avoid and how to build your success stories for …

This presentation is customized for job seekers who wanted to have a quick download about behavioural interviewing. It gives a great overview of what to avoid and how to build your success stories for various interview scenarios.

Published in: Business, Technology
1 Comment
1 Like
Statistics
Notes
  • Hey Joachim, not sure we can download the presentation yet, it said the download is not activated?
    thanks!
    David
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total Views
575
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
45
Comments
1
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. BEHAVIOURAL INTERVIEWING PART 1 + 11 December 2013 by
  • 2. Short Bio… Driving Brand Success www.ravoth.com
  • 3. Agenda Part 1: The Selection Process Timeline Roles Interview Types Preparation STAR stories www.ravoth.com
  • 4. Selection Process & Timelines
  • 5. The Selection Process www.ravoth.com
  • 6. Interview Timeline www.ravoth.com
  • 7. Interview Roles!
  • 8. Interview Roles Role of Interviewer Role of Interviewee w  Learn about the candidate w  Share your knowledge about the company w  Determine “fit” w  Determine “fit” w  Sell the company w  Sell yourself w  Rank candidates w  Get invited to a 2nd interview www.ravoth.com
  • 9. Interview Types
  • 10. Types of Interviews w  Telephone/Screening Interview w  Panel Interview w  Dining/Meal Interview w  Placement Agency Interview w  Online (Skyping, Video Conferencing) www.ravoth.com
  • 11. Interview Preparation!
  • 12. Preparing for Interviews www.ravoth.com
  • 13. Full Preparation w  Emotional w  Mental w  Physical 13 © Knightsbridge Human Capital Management Inc.
  • 14. Visual! How you look and act 55%! Vocal! How you use your voice 38%! Verbal! What you say 7%! 14 © Knightsbridge Human Capital Management Inc.
  • 15. Your Presentation u  Appearance u  Voice and speech u  Non-verbal www.ravoth.com
  • 16. STAR Stories!
  • 17. Behavioural Interviewing Model Purpose Premise Method www.ravoth.com Past behaviour predicts future behaviour Interviewer wishes to seek an understanding of past experiences Interviewer collects examples, “STAR’s”, for each success factor
  • 18. Competencies w  Skills, abilities and personality traits that identify successful employees against specific roles within an organization w Visible Knowledge, skills and experience w Hidden Attitudes, attributes, traits, self concept, personal style, motivation and values www.ravoth.com
  • 19. Reflect on the following questions: w  What key competencies are highlighted in your accomplishments? w  What would people who know you well, say about your visible and hidden competencies? w  What are the few things you do well that demonstrate your transferable skills? w  Pick 3 key competencies that you can state with pride and conviction and discuss them with a partner www.ravoth.com
  • 20. STARSs Situation Task Action Result www.ravoth.com
  • 21. False STARs QUESTION: What is one of your strengths? w  I think I was pretty good at meeting my month end deadlines and reporting. 〤 w  I consistently met my month end deadlines and reporting and quickly handled any problems that could cause a possible delay. For example there was a time when….. www.ravoth.com P
  • 22. Stay Away From… “I thought…” “I would…” “I probably would…” “Sometimes I…” “Usually I…” “Our team did…” www.ravoth.com
  • 23. STAR Samples Sample #1 Trigger Name: Situation, Task, Problem Actions: Results: Tracking System Sample #2 Assoc. Directory •  Hard to find client information •  Needed a system to manage client activity effectively •  Year after year, lost money in production of Directory •  Difficulty attracting good sales people •  Hard to meet deadlines •  Created a computerized tracking system on FileMaker Pro that quickly enabled me to look up: 1) client conversations 2) mutual expectations •  Created 1st ever co-editor roles – partnered with the sales & production teams •  Developed commission model based on individual sales – huge motivator •  Efficient & productive meetings •  AND colleagues heard about it and the system was implemented nationally, across the company •  High energy, enthusiastic sales team •  Turned a profit for the 1st time ever •  Produced a directory that the association members loved 23 © Knightsbridge Human Capital Management Inc.
  • 24. Practice 1 : Your STAR Stories Pick one STAR Story - 5 Minutes to takes notes Pick a Partner – Exchange Star Stories 3-5 minutes each Listen Carefully – Takes notes Share with the seminar participants www.ravoth.com
  • 25. Agenda Part 11: Rapport Building Difficult & Inappropriate Questions Good Questions to Ask Reflection & Follow-Up Managing References Negotiating Job Offers www.ravoth.com
  • 26. Interview Timeline www.ravoth.com
  • 27. First Impression www.ravoth.com
  • 28. www.ravoth.com 28 Difficult Questions!
  • 29. Difficult Questions What are some difficult questions you don’t want to trip you up? u  Why did you leave your last position? u  What is your ideal job? Where do you see yourself in 5 years? u  Tell me about something you had difficulty with in your last position. u  Describe a time when your work was criticized. u  What did you like the most and least about your last boss? u  Why should we hire you? u  You’re not the right candidate for the job… www.ravoth.com
  • 30. Inappropriate Questions
  • 31. Inappropriate Questions u  Are you married? u  Do you have/plan on having any children? u  What is your age? u  What is your religion? u  What’s the best way to deal with these? www.ravoth.com
  • 32. Good Questions to Ask and When?!
  • 33. Questions to Ask §  Is this a new role or are you replacing someone? §  What would you like done differently by the next person who fills this position? §  What are the key priorities and challenges you see for a person in this role in the first six months? §  What keeps you up at night? What are your challenges? §  What are the competencies/qualities that are most important in this position? §  How would you define your managerial style? How would we work together? §  Tell me a bit about the corporate culture. §  May I meet members of the team I will be working with? www.ravoth.com
  • 34. YQ* - Your Good Questions to Ask What are good questions to ask… 1.  During the interview? 2.  At the end of the interview? 1- . ins 2m Idle Chit Chat 2- . ns mi 3 1 5 0-1 Open Ended Q’s . ns mi 2- . ns mi 3 . -45 30 ns mi YQ* . ns mi 10 5- 1- . ns mi 2 YQ* Behavioural Interviewing (Specific Q’s) “STAR” YQ* Close Next Step Follow-up Tell Me About Yourself YQ* = Your questions
  • 35. Time to Practice www.ravoth.com 35
  • 36. Preparing for Your Practice Interview w  You will all get asked a few “difficult” general questions. For example… 1.  Why did you leave your job? 2.  Tell me about yourself. 3.  What is your greatest strength? 4.  What do you consider an area of weakness? w  Provide the interviewer a couple behavioural questions to practice STAR stories.
  • 37. STAR Samples Sample #1 Trigger Name: Situation, Task, Problem Actions: Results: www.ravoth.com 37 Tracking System Sample #2 Assoc. Directory •  Hard to find client information •  Needed a system to manage client activity effectively •  Year after year, lost money in production of Directory •  Difficulty attracting good sales people •  Hard to meet deadlines •  Created a computerized tracking system on FileMaker Pro that quickly enabled me to look up: 1) client conversations 2) mutual expectations •  Created 1st ever co-editor roles – partnered with the sales & production teams •  Developed commission model based on individual sales – huge motivator •  Efficient & productive meetings •  AND colleagues heard about it and the system was implemented nationally, across the company •  High energy, enthusiastic sales team •  Turned a profit for the 1st time ever •  Produced a directory that the association members loved
  • 38. Reflection & Follow-Up
  • 39. Post-Interview Reflection What questions should you ask yourself following an interview? u  What went well? u  What would I do differently next time? u  Is this opportunity something I want to pursue further? u  Do I get the sense they see me as a viable candidate? u  What information do I want to get in the next meeting in order to make a decision about this job? u  What information do I need to ensure I get across regarding my experience and competencies? www.ravoth.com 39
  • 40. Post-Interview Follow-Up What follow-up should you do? Thank you to interviewers Call to search/agency consultants Call to referrals Set a reminder for a date in the future to follow-up www.ravoth.com 40
  • 41. Mock Interview – Practice 11 Interviewee: §  Provide interviewer with a quick background of the position you are interviewing for §  Give the interviewer additional questions they should ask you Interviewer: §  Ask a few general questions and then prepared behavioural interview questions §  Watch for STAR stories and probe if you aren’t getting the required information Observer: §  Evaluate and provide feedback §  Keep time: 10-15 minute interview and 5 minutes feedback www.ravoth.com
  • 42. Managing References
  • 43. Strategic References Strategize your 3 references (include recent manager) Get their permission Provide them with… Your resume The job description A description of why you want the role and why you are a good fit www.ravoth.com 43
  • 44. Reference Template Name: Title: Working Relationship: Company: Phone: Email: www.ravoth.com 44
  • 45. Negotiating the Offer
  • 46. Negotiating the Offer TOO EARLY BEST TIME We love you We like you Who are you? 46 TOO LATE We must have you You accepted! You signed, too late
  • 47. Compensation Options w  Base Salary w  Benefits & Pension w  Vacation w  Professional Development w  Incentives w  Stock options w  Bonus w  Car w  Memberships w  Discounts w  Flexible hours 47
  • 48. Time to Play! 48 © Knightsbridge Human Capital Management Inc.
  • 49. www.slideshare.net/jravoth www.ravoth.com
  • 50. Marketing Strategy | Branding | Social Media Marketing Facilitating Brand Driving Brand Success Success 416.356.8173 | jravoth@mac.com | www.ravoth.com linkedin/ravoth | twitter/ravoth | posekim/blogspot.ca www.ravoth.com
  • 51. www.ravoth.com

×