The document discusses Behavioral Event Interviews (BEI) as a selection tool that judges candidates' competencies based on their past experiences rather than what they say they can do. It explains that BEIs involve an interviewer questioning a candidate about specific past events using a structured format while two recorders take notes without asking questions. The interviewer interrupts the candidate's story to have them divide the event into milestones and discuss their thoughts and actions at each point. After the interview, the panel rates the candidate on competencies like leadership and motivation based on how they demonstrated each skill. BEIs differ from simple interviews by focusing on how candidates actually behaved in real past situations rather than hypothetical scenarios.

1. New Dimensions in HR Using Behavioral Event Interviews Presented at Workshop on New Dimensions in HR at Jagan Institute of Management Studies, New Delhi (India)

2. What is BEI ? Selection Tool- an interview type Judges Competencies of candidate Based on what candidate has done than can do

3. What do you need before BEI Competency Directory providing Clarity and Explanation on competencies needed for a job E.g. Analytical mind, leadership, motivator, hard working

4. How is BEI conducted A team of 3 One Interviewer Two recorders

5. Conducting BEI Interviewer only does Questioning Recorders do not question They only record

6. How does interview start With a question on the past experience depending on the competencies you want to measure E.g. If you want to measure if a person can overcome challenges and achieve results then the question is like…

7. The question “ In your past experience have you come across a situation where it was very difficult to achieve results and still you made it”?

8. What happens next The person starts answering…

9. Here the interviewer interrupts… If you mind can we hear this using a structure? Can we give this event in your life a name e.g. “ Achieving sales despite no team”? Where did this start and end for you? Can you divide this event into 2-3 important milestones in between?

10. The person divides…. End of FY and no team Appointing of DSA Training and Motivating DSA Achievement of Targets Party

11. The interview panel … Records all the relevant conversation The interviewer tries to keep the interviewee on first hand experience by: Asking what he/she thought/felt or did at that given moment of time

12. Post interview analysis The panel rates the candidate on various competencies like- Did not show Showed some what Showed strongly

13. For example…. If for a job the core competencies are- Go-getter Leadership Motivator

14. Then a selected candidate could be: Go-getter- displayed strongly Leadership- displayed strongly Motivator- displayed somewhat

15. How is it different from simple interview Does not believe in how a person behaves in a hypothetical situation But on how he behaved in a situation he/she went through

16. Thank You