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

Why Behavioral Interviewing? 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

What is Competency-Based Behavioral Interviewing? 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 Hoevemeyer, Victoria A. High-Impact Interview Questions, American Management Association; 2006

Ask “mission critical” questions 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

What You Need to Know to Conduct Behavioral Interviews 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 Hoevemeyer, Victoria A. High-Impact Interview Questions, American Management Association; 2006

Ask follow-up questions if needed to ascertain STAR answers 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 Hoevemeyer, Victoria A. High-Impact Interview Questions, American Management Association; 2006

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

Using STAR & Behavioral Interviewing Techniques 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.