Behavioral Interview Techniques

Behavioral interview is the right choice for all the companies that wish to be more fair, objective, predictable and consistent in the way they assess their candidates. During the training, the participants will learn practical techniques that will enable them to assess whether the candidate possesses the characteristics and competences necessary for success at work.

There is nothing so useless as doing efficiently that which should not be done at all.
Peter Drucker

Program duration: 2 days

Key advantages:

  • Learning the techniques of behavioral interview
  • Understanding competences and the appropriate questions
  • Using techniques of critical and hypothetical incident
  • Introduction to the course of the interview and the characteristics of each phase
  • Defining the appropriate grade scale and its meaning
  • Prepared interview for reduced errors
  • Increasing assertiveness and creating confidence
  • Making action plan for HR interviewing procedures

Main areas:

  • Interview as a selection method
  • Job analysis
  • Traditional vs behavioral interview
  • Advantages of the behavioral interview
  • Competences and levels of competences
  • Critical incident techniques
  • Hypothetical incident techniques
  • Behavioral questions
  • Recommended form of questions and questions to avoid
  • Preparations for a behavioral interview
  • Acceptability and grading the answers
  • Successful leading and overcoming personal barriers
  • The importance of all communication components: body language, choice of words and tone of voice
  • Recognizing non-verbal messages
  • The interviewer’s mistakes
  • Report form
  • The necessary documents

Examples of exercises and additional development tools:

  • Action mini test – Disclosing discriminatory questions
  • Composing a list of behavioral questions
  • Simulation of a behavioral interview
  • Examples of documents for an individual and collective report