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
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