1. JOBTALKS A Primer on Behavioral Interviews Indiana University Kelley School of Business C. Randall Powell, Ph.D Contents used in this presentation are adapted from Career Planning Strategies and used with the permission of the author.

2. A Primer on Behavioral Interviews

3. OBJECTIVES OF BEHAVIORAL-BASED INTERVIEWING (BBI) zGather new data and samples of past performance not present on candidate resume, application or through pre-screening and testing. zSuccessfully interview candidates for any position. zSuccessfully evaluate job candidates’ technical/ functional knowledge, leadership competencies, experience, and educational qualifications, and ability to learn, change, and gain from exposure, feedback, successes and failures. zIncrease quality of candidates selected by separating candidate from image he/she is trying to present. zMake decisions on consistently gathered job-related data/considerations.

4. BEHAVIORAL-BASED INTERVIEWING (BBI) zBehavior-Based Interviewing - A selection process that can reveal the job worthiness of candidates with considerable accuracy leading to hiring/not-hiring decisions. yBest predictor of future performance in similar circumstances: xMore recent past behavior has greater predictive power xMore long-standing behavior has greater predictive power xSamples of past performance are better predictors than indicators of personality traits.

5. WHY BEHAVIORAL-BASED INTERVIEWING The desired outcome is a bottom-line result which is to ultimately hire the best candidate who is the best fit for the position and the culture of the organization.

6. THE HIRING PROCESS zHiring Is An Important Business Decision: yA recent survey asked managers to identify their most important business decisions... 90% put hiring decisions at the top of the list. yThe importance and risk associated with a hiring decision is very high but often the planning and execution by managers doing the hiring... Is poor. yPlanning better prepares you for making an important decision and reduces the risk associated with a mishire. yCost of a mishire is two to four times the person’s salary. ySix steps in the hiring process...

7. THE HIRING PROCESS zSix steps in the hiring process: yStep #1: Planning yStep #2: Determine Search Strategies yStep #3: Determine Screening Strategies yStep #4: Determine Selection Strategies yStep #5: The Offer Package yStep #6: Transitioning the New Employee

8. THE HIRING PROCESS zCandidate Profile: Identify The Criteria and Leadership Qualities for the Ideal Candidate: yEducation Requirements and Technical Qualifications yExperiences and Accomplishments: xWhat are the experiences the candidate should bring to the job? Specific Experiences Specific Accomplishments Specific Sector yFrom list of 67 competencies, identify the competencies needed for the job and why. yThis creates the leadership criteria for the selection decision.

9. WHAT IS A COMPETENCY? zA competency is a cluster of knowledge, skills and attitudes. yWhat to do (knowledge) yHow to do it (skills) yWhy to do it (attitude)

10. THE HIRING PROCESS zThe Interview Questions Explore 4 Dimensions of the Competency yType 1: Has the candidate used the competency in the recent past? Can the candidate describe a negotiating experience? yType 2: Can the candidate describe how he/she has seen others use the competency? Can the candidate describe someone else who negotiates effectively? yType 3: Does the candidate know how to use the competency? Does the candidate understand how negotiating works? yHas the candidate integrated the competency... negotiating...into how he/she approaches the situation? zWith each competency there is evidence to listen for in the answers. zUse follow-up or probing questions. zProbes allow you to get more detailed information from the candidate about how he/she did something or why he/she did it that way... and what he/she learned.

11. THE COMPETENCIES IDENTIFIED WILL: zGuide the interview by focusing on information about the candidate that will be most predictive of his/her performance. zProvide legal credibility for the selection process. zHelp define and maintain standards during the selection process: yThe candidate will be evaluated based on how he/she performed in the various competencies. yThe hiring decision will be based on how well the candidate matched the requirements of the position.

12. If you would like to learn more, Career Planning Strategies textbook will supply additional information on this topic.