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Halo Effect/Horns/Devil Effect The Contrast Bias The Gut Feeling Stereotyping Generalizations Dynamics of Interviews Lipschultz, Jeff. Don’t Be a Victim.

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Presentation on theme: "Halo Effect/Horns/Devil Effect The Contrast Bias The Gut Feeling Stereotyping Generalizations Dynamics of Interviews Lipschultz, Jeff. Don’t Be a Victim."— Presentation transcript:

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2 Halo Effect/Horns/Devil Effect The Contrast Bias The Gut Feeling Stereotyping Generalizations Dynamics of Interviews Lipschultz, Jeff. Don’t Be a Victim of Interview Bias. Posted June 15, 2010; Accessed November 7, 2011http://jobs.aol.com/articles/2010/06/15/interview-bias Cultural Noise Bias Nonverbal Bias Recency Bias Similar To Me

3 Past performance is the best indicator of future performance Experience ≠ Performance Based on job related competencies Avoids high risk questions that may cause liability issues Combats bias in interviews Research indicates 3-5 times more accurate in predicting a candidate’s potential Why Behavioral Interviewing?

4 Competency is the behavior (knowledge, skill, ability, or trait) or set of behaviors that describes the expected performance in a particular work context The standards of success for the position and the behaviors that are needed to support the strategic plan, vision, mission, and goals of the organization What is Competency-Based Behavioral Interviewing? Hoevemeyer, Victoria A. High-Impact Interview Questions, American Management Association; 2006

5 Competencies can be organization-wide to drive the mission of the organization, e.g. core values Competencies can be developed for individual positions, e.g. pays close attention to detail Ask candidate performance based questions to ascertain if he/she possesses the competency and at what level Ask “mission critical” questions Hoevemeyer, Victoria A. High-Impact Interview Questions, American Management Association; 2006

6 Identify and discuss core competencies and their definitions for the position Develop consistent message about the job Present an organization-wide consistent message about College of the Desert Ask behavioral questions and listen for STAR answers – Situation, Task, Action, Results What You Need to Know to Conduct Behavioral Interviews Hoevemeyer, Victoria A. High-Impact Interview Questions, American Management Association; 2006

7 STAR Situation – What was the situation the candidate was faced with? What were the circumstances? Task – What was the task the candidate needed to accomplish ? Action – What specifically did the candidate do to accomplish the task? Results – What was the outcome? Were the tasks accomplished? What did the candidate learn from the situation? Ask follow-up questions if needed to ascertain STAR answers

8 Proficiency in each core competency Possession of core values Recommendations Rating Candidates

9 Let’s practice asking a candidate to give us an example of a time he/she demonstrated a given competency. Remember to look for STAR components. Using STAR & Behavioral Interviewing Techniques


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