We don’t have
the expertise to create these questions in-house?
This was a strong argument a few years ago but
today this skill is more wildly available from
consultants who can provide this service or you
can use a number of powerful online services like
Interview Creator Online or behavioral interviews
online.
You can get a free trial for one these,
Interview Creator Online by
clicking here
Interviews will be too
long if we interview for competencies.
Yes, this will add time to the interviewing
process but since behavioral interviewing is said
to be 55 percent predictive of future on-the-job
behavior, while traditional interviewing is only
10 percent predictive( Janz, Hellervik, &
Gilmore of Notre Dame), it is surly worth the
effort.
Added to that will be the accumulated effect of
the infusion of these new competencies across the
range of the new hires on the organization as a
whole.
Very soon the
questions we ask will leak out?
Yews, it is possible that the questions can leak
out into the pool of interview candidates;
however, by using an online system, you can have
multiple questions per core competency, and choose
and edit them on a job-by-job basis, then it would
take a excessive amount of preparation to plan for
all of them.
But also, keep in mind that in behavioral
interviews, it is difficult to lie constantly. It
is tricky to convey a believable series of lies
that can withstand the probing of a well-conducted
and created behavioral interview.
Is it worth the
effort?
Today, it is just as easy to create a successful
behavioral based interview, as it is to create a
traditional interview. Remember
core competencies help an organization achieve its
strategic goals. Hiring people strong in those
competencies should further advance the
organization towards those goals
What about candidates
who have been taught how to pass behavioral type
interviews?
Yes, many businesses offer course which help
interviewees do better in behavioral type
interviews. Basically
they are told to practice giving reasoned,
comprehensive examples of their successes in
competencies likely to be important for this
position. They are
trained to briefly describe the situation, what
specific action you took to have an effect on the
situation, and the positive result or outcome.
The competencies they should
train for can often be found from the job
description or by investigating the organization
by speaking to people who already work there.
So as an interviewer using behavioral type
interviews- how can you compensate for these
well-prepared candidates. Are their stories just
well prepared fabrications?
Well, firstly it is not a bad thing that a
candidate is preparing for an interview. It shows
a level of commitment and determination. We just
need a way to find out those who are fabricating
their past behaviors. How do we minimize
deception?
Firstly, ask more specific
questions. The more blurred the question is, the
larger the variety of potential responses you
might get, which allows interviewee more room to
deceive or exaggerate. Available databases of
behavioral questions allow you choose
better-crafted and more precise questions.
Example.
Tell me about how you have recently handled a
difficult customer?
But a more detailed question and harder to
prepare for would be
Tell me about a customer who refused to pay his
bill. How did you handle the situation?
Secondly, use the probing questions skills you
learnt about previously in this guide.
These allow you to obtain more information from
the candidate in relation to this competency.
Examples would be.
1. How did you calm the customer down?
2. How did you isolate the reason for the
customer not paying?
3. Which parts of that task were the hardest?
4. What did you learn from this experience?
Fabricating throughout the initial and the
probing questions convincingly will be difficult,
for many reasons. First, it is harder to fabricate
or exaggerate about a web of interweaved details
than it is to lie about a simple story.
Second, if the interviewee hasn’t done it,
how would they know the right things to do in
relation to this specific question? Thirdly, even
an inexperienced interviewer would find it
relatively easy to see the interviewees are
tripping up themselves in the details.
So in conclusion, the answer is not to try and
outmaneuver the liar, but to carry out the
interview more efficiently in the first place.
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