Behavioural Interviewing

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?

Recruitment Process Scope the Role Attract Applicants Screen Selection Activities Decision

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

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

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

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?”

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

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

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

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

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

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