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Behavioural Interviewing

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Presentation on theme: "Behavioural Interviewing"— Presentation transcript:

1 Behavioural Interviewing

2 Recruitment Objectives
Trying to predict the future Questions Will this person perform the job well? Will this person fit in with this organisation? Will this person stay a reasonable period of time?

3 Recruitment Process Scope the Role Attract Applicants Screen
Selection Activities Decision

4 Recruitment Process Interviews Job trials Psychometric Tests
Scope the Role Attract Applicants Interviews Job trials Psychometric Tests Ability tests Role Plays Assessment Centres Screen Applicants Selection Activities Decision

5 Scoping The Role Job Description Person Specification
Describes the Job Person Specification Describes the person

6 Scoping The Role Job Description Purpose of job Reporting Structure
Main tasks Key Performance Indicators Person Specification Skills Characteristics Qualifications Experience Relevant to the job Scoping the role is critical to get right. If this stage is overlooked or not given due consideration then it will affect the whole process and will increase the risk of not getting the right person. What do we need to consider about the job? And what about the person? It is critical to get the job description and person spec right because you will use these to screen applications and to prepare for selection interviews. Give me some examples of accountabilities that might go into a job description: (FLIPCHART) Now some personal specifications . . . Split your criteria into Desirable and Essential categories. Don’t put anything in essential unless it is. If it is in there be ruthless when screening candidates! ESSENTIAL v DESIRABLE

7 Critical Behaviours Exercise
Consider one of the following jobs: Customer Service Administrator Sales Manager Fitter In pairs, spend 10 minutes identifying the critical personal requirements for the role. The question here is: “What sort of person am I looking for for this job?”

8 Effective Selection Methods
Perfect Selection 1.0 Assessment Centres (multiple selection tools) Ability Tests/ Psychometrics/Job Trials Structured Interview (competency-based) 0.5 Unstructured Interview Graphology 0.0 Random Selection

9 The Right Person for the Job and The Right Job for the Person

10 Interview Styles Unstructured Structured Informal Inconsistent
Unfocused “Gut feeling” Not linked to the role Risky! Structured Professional Consistent Focused Measured Linked to job requirements Effective

11 Preparation Think abut the job: Think about the Applicant
Job Description Person Specification Think about the Applicant CV / Application form Forestall interruptions Telephone / location/time Questions Factual Behavioural Hypothetical Other Considerations Plan the interview Seating arrangements Refreshments Information Introductions Tour

12 Behavioural Interviewing
Create a behavioural profile Focus on critical incidents Hide your hand Take your time Make a list of key qualities

13 End of Sample Course Our full courses include use of DVD films, case studies, exercises and group work to facilitate learning. Call us today for more information on or us at

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