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The Science of Interviewing: Let Behavioral Interviewing Contribute To Your Success!

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The Science of Interviewing: Let Behavioral Interviewing Contribute To Your Success! Society for Information Management Philadelphia Chapter October 8th, 2002 – PowerPoint PPT presentation

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Title: The Science of Interviewing: Let Behavioral Interviewing Contribute To Your Success!


1
The Science of InterviewingLet Behavioral
Interviewing Contribute To Your Success!
  • Society for Information Management
  • Philadelphia Chapter
  • October 8th, 2002
  • Scott Drinnan
  • Drinnan Associates

2
A Tale of Two Hiring Experiences
  • Story of a hiring pragmatic learning
    experience
  • Internal posting for a Corporate DBA position
  • Focused on immediate needs for technical/process
    skills
  • Became evident / bad matchbut why?
  • Story of a hiring success
  • External hiring for a Program Office position
  • Focused on multiple dimensions including
    behavioral
  • Became evident / good matchwere we just lucky?

So what was different between these two stories,
why did one lead to success and how was it
accomplished?
3
Purpose
  • The objectives for this portion of the workshop
  • Learn the fundamental concepts of Behavioral
    Interviewing within the overall context of the
    Interviewing Process
  • What it is
  • Why do it
  • How to do it (introduction only)
  • Who does it
  • When to do it
  • Hear real-life case stories
  • Interact with the presenters and other attendees
    to learn more about it

This is designed to be an interactive workshop!
4
Expectations
  • What would you like to know about Behavioral
    Interviewing?
  • What hiring challenges do you face?

5
What is Behavioral Interviewing?
  • Context setterHiring Areas of Exploration
  • Technical, process, specific job skills
  • Industry knowledge and experience
  • Interpersonal skills, abilities and preferences
  • Behavioral Interviewing is a discipline which
  • enables a hiring organization to gain insight
    and perspective of a candidates interpersonal
    skills, abilities and preferences
  • based on exploration of real-life situations
    that the candidate has experienced in the past.

Have you ever experienced a Behavioral Interview
as an interviewee or conducted one as an
interviewer?
6
Why do it?
  • Achieve the following
  • Provide more insight into how a candidate will
    fit into the organizational culture both
    short-term and longer-term
  • These insights allow better and more informed
    decision making
  • Ultimately, this helps select the right
    individual
  • Avoid the following
  • Additional costs to rehire
  • Loss in productivity
  • Loss in morale within the organization

Better Decisions
Increased Insights
More Information
7
Hiring Pyramid
Dimensions for selecting the right individual or
an example of the Pythagorean Theorem applied
to the Behavioral Sciences
How and where could the candidate play a
different role in the future?
Is there a match between the candidate and the
current need?
Immediate Position
Future Roles / Opportunities
Organizational / Cultural Fit
How will the candidate fit with the chemistry
of the organization?
8
Dimensional Impact
As we all learned in Geometry class
Pythagorus A² B² C² The square of the
hypotenuse (A) is equal to the sum of the squares
of the two catheti, (BC) in a right-angled
triangle.
B
C
A
9
Dimensional Impact
And the impact of each hiring dimension leads us
to view the importance of Behavioral Interviewing
to assess the cultural fit.
Pythagorus A² B² C² The square of the
hypotenuse (A) is equal to the sum of the squares
of the two catheti, (BC) in a right-angled
triangle.
Immediate Position
Future Roles / Opportunities
Organizational / Cultural Fit
Drinnan OCF² IP² FRO² In the world of
hiring, the impact of the Organizational /
Cultural Fit dimension is equally important to
the sum of the impact of the other two
dimensions.
10
How to do it?
  • Fundamentals
  • Asking for specific point-in-time real-life
    examples versus generalizations
  • Defining what youre looking for including
  • Job Description
  • Core Skills
  • Behavioral Characteristics
  • Critical Hiring Criteria
  • Developing your list of questions and overall
    approach
  • Listening for key behavioral characteristics
  • Developing the style thats right for you

11
Case Studies
  • Big Five Consulting
  • Two rounds of behavioral interviewing
  • Occurred after initial phone screen
  • Highly structured, precise questions asked the
    exact way
  • In-house
  • Incorporated into ½ day interview process
  • Various roles hiring manager, HR business
    partner, peers, customers
  • Less structured, tailored to the needs of the
    organization
  • Others?

12
Perspectives
  • Employer-Perspective
  • When to do this?
  • In conjunction with exploration of other areas
    (technical skills, industry knowledge)
  • Probably after initial screening of candidate
  • Who does this?
  • In many cases, HR business partners
  • The role of the Hiring Manager
  • Candidate-Perspective
  • What to do if you find yourself (or place
    yourself) in a behavioral interview?
  • Honesty is the best policy
  • Put your best foot forward, positive portrayal of
    how you handled situations
  • Share what you learned, demonstrate ability to
    reflect, learn and grow
  • Remember, this is an important dimension to be
    prepared for!
  • Prepared for behavioral questions from the
    interviewer
  • Prepared with questions for the interviewer!

13
A Tale of Two Hiring Experiences Revisited
So what did we learn from these experiences?
  • Story of a hiring pragmatic learning
    experience
  • Did not define the requisite behavioral
    characteristics up-front to know what we were
    even looking for to begin with
  • Which also meant we did not explore this during
    the interview process
  • Although technically qualified, the individual
    was not the right match for the behavioral
    requirements of the position
  • Story of a hiring success
  • We realized the behavioral characteristics were
    crucial to the success of this position and
    incorporated this into the interview process
  • The candidate far exceeded all expectations!

14
Expectations Revisited
  • Did we address your expectations
  • What would you like to know about Behavioral
    Interviewing?
  • What hiring challenges do you face?
  • Did we cover our objectives?
  • Learn the fundamental concepts of Behavioral
    Interviewing within the overall context of the
    Interviewing Process (What, Why, How, Who, When)
  • Hear real-life case stories
  • Interact with the presenters and other attendees
    to learn more about it

15
Q A
  • What other questions do you have?

Contact Information Scott Drinnan, Member,
Philadelphia Chapter, Society for Information
Management Drinnan Associates, 215-534-6180,
e-mail JScottDrinnan_at_AOL.com
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