Behavioral and Panel Based Interviews Where did Behavioral Interviews come from? What is the premise behind this type of interviewing? What are the interviewers looking for? RESULTS vs. ACTIVITY LIST

Quick Tips Before the Interview Have a good understanding of yourself Research company Know job requirements Check your professional “presence” During the Interview Concise answers (STAR) Active listening Ask questions After the Interview Thank you or letter Follow-up

Behavioral Interviewing Techniques  Interviewer seeks to establish rapport  Goal is to Ask open-ended questions  Allow silence – Silence IS Golden  They will cross-examine to Seek Contrary Evidence  Use behavioral examples = Experiences

Preparation Open/Establish Rapport Information Gathering “You are Selling” Information Giving “They are Selling” ClosingEvaluation The Interview Model

Preparation

Here's a list of typical behaviors that employers might be trying to get at from job-seekers in a behavior-based interview. Leadership/Influence Listening Motivation Negotiation Organizational Participative Sensitivity Management Planning and Organizing Practical Learning Presentation Skills Process Operation Rapport Building Resilience Accountability Communication-Oral Communication-Written Control Analysis Attention to Detail Decisiveness Delegation Development of Subordinates Energy Entrepreneurial Equipment Operation Insight Independence Initiative Safety Awareness Sales Ability/Persuasiveness Sensitivity Strategic Analysis Teamwork Technical/Professional Knowledge Technical/Professional Proficiency Tenacity Training Work Standards Fact Finding-Oral Financial Analytical Flexibility Impact Desired Behaviors Integrity Innovation Judgment Adaptability

The Number One Quality Employers Are Looking For Is What Other Qualities Should You Represent? Clear Vision People who seem to understand the big picture; think LARGE Leadership People who: Inspire, Motivate, Focus on Goal

Information Gathering “You are Selling” Information Giving Questions Need Answers

Commitment to Personal and Professional Development

Evaluation

S ituation or T ask Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event. A ction you took Describe the action you took and be sure to keep the focus on you. Even if you are discussing a group project or effort, describe what you did -- not the efforts of the team. Don't tell what you might do, tell what you did. R esults you achieved What happened? How did the event end? What did you accomplish? What did you learn? STAR

 CAN the person do the job? —Knowledge, skills and experience  WILL the person do the job? —Confidence, commitment & motivation  Does the person FIT with the corporate culture? CAN - WILL - FIT

Be prepared for follow up questions –Expand on your answers –Clarify when interviewer seems unclear

Most interviewers will ask if you have any –M–Make sure to have at least one ready When asking questions… Don’t Do Does questions