This document discusses two types of interviewing techniques: Behavioral Event Interviewing (BEI) and Critical Incentive Techniques. BEI involves asking candidates to describe past experiences demonstrating competencies and skills. It is based on the belief that hypothetical responses do not predict future performance as well as personal experiences. Critical Incentive Techniques collect direct observations of behavior to solve problems and develop principles. The document provides examples of BEI questions and outlines the responsibilities of both interviewers and interviewees when using BEI.

1. Interviewing techniques
By Sapna Jangid
SYMMS (HR) 04

2. Two types of Interviewing
techniques-
Behavioral Event Interviewing
Critical Incentive Techniques

3. Behavioral Event Interviewing
To have the individual talk about their past
competencies, behaviour and performance is
the best way it considers for an organization
to predict an individuals future behaviour and
performance.
This interview style is based in the belief that
hypothetical responses do not predict how a
person will act in a future situation.
The development and the delivery of
standardized questions which allows each
individual being interviewed to be measured
based on their own responses.

4. Responsibilities as an interviewer or a panelist
Each question should
have a specific purpose BEI questions should
It should be to measure a pre- evoke responses that
Prior to the interview
understood that BEI identified, desirable are based within the
all of the questions
questions are open- behaviour and interviewees’ own
should be designed.
ended questions. competency that is in personal experiences
line with the job and abilities.
deliverables.

5. Responsibilities when being Interviewed
You should describe in detail a particular
event, project, or experience.
You need to be prepared to give specific examples
of when you demonstrated particular behaviours
or skills.
Your responses should also be relevant to your
potential employer's industry and market
whenever possible.
If you don't have an example, consider the skill
they are looking for and suggest a solution, but tie
your solution to your behaviour in another
situation.

6. • The following are some examples of behavioral questions
– Describe a time when you were faced with problems or stresses
that tested your coping skills.
– What did you do?
– Give an example of a time when you had to be relatively quick in
coming to a decision.
– Describe the system you use to keep track of multiple projects.
– Tell me about a time when you came up with an innovative
solution to a challenge.
– What was the challenge?
– What was the outcome?
– What role did you play?
– What role did others play?
– Describe the most creative work-related project you have
completed.
– Tell me about a situation where you worked with an upset
customer or co-worker.
– Describe a difficult problem that you faced.
– How did you identify the problem?
– How did you go about trying to solve it?

7. Critical Incentive Technique
A set of procedures for collecting direct observations
of human behaviour in such a way as to facilitate their
potential usefulness in solving practical problems and
developing broad psychological principles.
The critical incident technique outlines procedures for
collecting observed incidents having special
significance and meeting systematically defined
criteria.