Behaviour-Based Interviewing Tips

There is a multitude of interviewing tips online, aimed at both the interviewer and the interviewee. If one is new to the role of interviewer it can be quite a daunting process and even more so for those responsible for drafting up the questions. So, why not just pull together a few random questions and throw the candidate into the hot seat? Well it doesn’t do much for understanding exactly how the prospective employee will be able to fulfil his/her specific duties in the company. In this post we’ll be looking at few tips that will inform you on the type of task-specific questions to ask the nervous interviewee.

1. Requirements

– What is the nature of the tasks that need to be completed? Will they be organisational, group motivated, or routine?
– What necessitates optimal job performance? What type of behavioural characteristics does the job   require?
– What are the motivating factors for the candidate’s employment? Be driven to your decision through clear matching of what motivates the interviewee and what the job focus on.

Interviewing Tips

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2. Benchmarking

It is very important to create a template of behavioural questions in order to compare position-specific questions between candidates. It may seem an obvious interviewing tip, but the technique involved needs to also be sensitive to how the candidates have dealt with previous issues that are relevant to the position they would be occupying.

This could be in response to the type of tasks they would be undertaking and interviewing tips would suggest that if a substantial percentage of the skills needed in the job would be directed to conflict resolution matters, for example, a question might me posed asking to give an example of how you dealt with conflict in the workplace.

3. Time Saving

Effective benchmarking can drastically reduce the interviewing time, and as a helpful tip it is much more valuable to conduct a more lengthy interview with a solid set of questions that can be easily benchmarked against other interviewers, rather than flippantly going through hordes of candidates, not completely sure of whether you’re making the right choice.

Ultimately, successful interviewing should really come down to comparing candidates across a broader and more integrated scale, as opposed to solely focussing on the job requirements and the candidate’s qualifications. Interviewing tips guiding the process should ideally place emphasis on the specific behavioural qualities suitable to accomplish each job responsibility and differentiating between interviewees based on this.

Dave Peterson has always involved himself in a multitude of aspects within various business sectors. From organising staff functions and giving motivational consultation, to scouting out office space to let, he’s happy to tackle most tasks, as he ejoys variety in the workplace.

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