When you reach the level of your career when you begin
conducting a job interview, rather than being
interviewed, congratulations. That means that you have
assumed greater responsibilities and have the
privilege of helping select the people who you work
with. When you reach that point, you also discover
that conducting the interview is every bit as
challenging as being interviewed. Now that you are on
the other side of the interview table, it probably
becomes clear that the time allotted for an interview
is quite short to make the kind of important hiring
decision you have to make. Rather than try to extend
the interview time, and neglect the important work you
have longer, it’s up to you to discover a more
efficient way to get the information you need from the
candidates.
Human resource professionals who research ways of
conducting a job interview have developed a method to
do just that, called the behavioral interview method.
The premise of the behavioral interview theory is that
past behavior predicts future behavior. Consequently,
if you are interested in knowing how a candidate might
behave in a given situation, simply find out how that
candidate has behaved in a similar situation in the
past. To effectively use this technique, the most
important elements for you to remember are exactly
what behavior you are looking for and what kinds of
questions would elicit that information in an
interview.
More Conducting a Job Interview Strategies
Determining the attributes to seek when conducting a
job interview requires that you, or someone in your
organization, closely study the position. At the very
least, you should have a clear idea of the duties of
the position, and what training, experience and
attributes would give someone the ability to perform
those duties. You should also have a clear idea of the
results you need for that employee to achieve. These
elements will form the basis of your job interview
questions to that candidate. Simply ask that candidate
to describe a time that he or she performed those
tasks, displayed those characteristics or achieved
those results.
Conducting a job interview in this manner requires
some specific instructions to the candidate. For one
thing, you need to make it clear that you want an
account of specific behavior during a specific
instance instead of hypothetical behavior or
generalized answers. Tell the candidate that you don’t
want to hear answers that begin with “I usually” or “I
would.” As the candidate answers that question, pay
attention to the situation which he or she describes
the actions that he or she takes, and the results that
he or she achieves. The closer these elements match up
to their analogues in the target jobs, the more
relevant the candidates experience is to the target
job experience. You will know you have found a good
match when their answer allows you to visualize the
candidate performing the target job competently.
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