Conducting the Behavioural-based Interview

Overview/Description
Target Audience
Expected Duration
Lesson Objectives
Course Number

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Overview/Description
Interviewing is no longer a process of interrogation. In fact, the previously held view that an interview is an opportunity for an interviewee to "sell" himself is under considerable challenge. What's taking the place of the traditional interview? The behavioural-based interview. The behavioural-based interview differs significantly from traditional interviewing styles because it focuses on the theory that past behaviour and performance predict future behaviour and performance. In this course, you'll learn how to ask behavioural-based questions and distinguish behavioural response from non-behavioural responses. You'll discover how you can use role plays, structured situational questions, and take-home projects to determine behaviour. You'll explore various means for evaluating the ability and motivation to perform once on the job, and finally, you'll be guided through the decision-making process of selecting a candidate.

Target Audience
Managers, team leaders, supervisors, human resources directors, organisational development directors

Expected Duration (hours)
2.5

Lesson Objectives

Effective Behavioural-based Interviewing

recognise the advantages of behavioural-based interviews.

use behavioural-based questions in a sequential process in a given scenario.

identify appropriate strategies to use when conducting behavioural-based interviews.

determine the information to be recorded during the documentation process in given interview scenarios.

Using Job Simulations to Evaluate Behaviour

recognise the benefits of using job simulations in interviews.

use structured situational questions in interview scenarios.

identify strategies for using role plays in interviews.

identify the methods of developing sample work projects for interviewing purposes.

Pre-employment Tests

recognise the benefits of using applicable pre-employment tests.

choose the appropriate tests to administer to particular job candidates.

match the three types of test validity with the corresponding questions and descriptions.

identify ways to use pre-employment testing to screen job applicants.

Making a Solid Decision

recognise the importance of making a sound final decision.

select a job candidate by applying a weighted attribute scale.

identify the guidelines for making an offer to a candidate.

apply the steps involved in successful negotiation.

Course Number:
HR8214