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1、DIY(Do It Yourself)TutorialThe Behavioral Based Interview,West Chester UniversityHR Employment Services and Office of Organizational DevelopmentFall 2006,Are you ready?,Have you conducted a job analysis,updated the job description and set standards and expectations for the position?If the answer is“
2、yes”,this tutorial will prepare you to choose the best from the rest!Tutorial Objectives:Formulate behavioral based interview questionsEffectively prepare you for all six parts of the interview,How to Use the Competency Model to Formulate Behavioral Based Questions,By analyzing the recent past,you a
3、re able to:Identify Critical Competencies Identify Critical Success Factors(CFSs)Clarify the“ideal”candidate,Step One:Identify Competencies,West Chester University Competency Model identifies important competencies that employees should have to support the Universitys Plan for Excellence.A list of t
4、hese competencies can be found in the bottom left quadrant of the HR Office of Organizational Development website www.wcupa.edu/hr/training.,Step One:Identify Competencies(Cont.),Vital Competencies(Sample):Knowledge&ServiceCustomer ServiceInterpersonalClear CommunicationSocial,Ethical,Legal&Human Is
5、suesRespect,Change Management&InnovationAccountabilityFlexibilityResource ManagementDependabilityQuality AssuranceLeadershipOrganization,Step One:Identify Competencies(Cont.),“Nice to Have”Competencies(Sample):Knowledge&ServiceDevelop SelfInterpersonalSelf ManagementSocial,Ethical,Legal&Human Issues
6、Promotes Learning from Others,Change Management&InnovationChange LeadershipResource ManagementProject Management,Step Two:Identify Critical Success Factors,Critical Success Factors(CFSs)are the essential areas of activity that must be performed well if you are to achieve the mission,objectives or go
7、als for your department.The History:The idea of CSFs was first presented by D.Ronald Daniel in the 1960s.It was then built on and popularized a decade later by John F.Rockart,of MITs Sloan School of Management,and has since been used extensively to help organizations enhance hiring practices and bus
8、iness strategies.,Step Two:Identify Critical Success Factors(cont.),Use your set job standards and expectations to develop your Critical Success FactorsSamples of Critical Success Factors(CFSs):Sustain successful relationships with faculty and staffEffectively engage“Distributed Leadership”Actively
9、support the“Plan for Excellence”Set and maintain a level of expected staff performanceProvide customer focused training for staffManage any disruption of businessContinually identify and fix broken processesIncrease efficiency and reduce institutional memory,Step Three:Develop Behavior-based Intervi
10、ew Questions,What is a Behavioral Question?A description of the situation,competency or critical success factor,the applicants actions and results of those actions.Hire for attitude through behavior based questions.Critical Success Factor Sample Questions CSF:Identify and fix broken processesBehavio
11、ral:Tell me about one of the more difficult broken processes you had to fix.Theoretical:How would you go about fixing a broken process?Leading:You dont feel youd have any difficulty improving our broken processes,do you?,Sample Behavioral Questions,Tell me about the most challenging project you have
12、 every worked on?What made it challenging?Give me an example of how you coached an underperformer to an exceptional employee.What were your biggest challenges/rewards?What professional development courses or conference have you attended?What did you take away and how did you apply what you learned?,
13、The Dos of Behavior-based Interviewing,DO:Ask behavioral based questionsAsk straightforward questionsEmphasize recent pastSeek contrasting behaviorsLessons LearnedPhrase questions so that the applicant can easily provide negative informationAsk follow up questions where needed;especially on feelings
14、 and opinionsExplain that you are taking notes to ensure accuracy.,DO:Use positive reinforcementBe friendly,open and naturalShow appreciation and praiseShow signs that you are listening to themFocus talkative applicantsAllow for silenceApplicants need time to think prior to answeringRate the applica
15、nts skills against your notes soon after the interview.,The Donts of Behavior-based Interviewing,DONT:Ask leading questionsAsk theoretical questionsJump to conclusionsAsk questions that will get you and the university in legal trouble(see slide on Employment Law)Let vague statements,opinions and fee
16、lings get by you,Follow Up Questions,Competency Needed:Project ManagementInterview Question:Can you think of a specific time when you lead a team on an assignment and was faced with resistance.Applicant Answer:There was a new program we had to get off the ground that everyone thought wasnt going to
17、draw students interest.It ended up working and everyone was happy.Be weary of candidates vague statements and aware of their feeling and opinion statements.Possible Follow-Up Question/s:How did you get it done?How many people were on your team?Tell me how you overcame the resistance to the new progr
18、am?What strategies did you use?What made the team members happy in the end?What were some lessons learned through that experience?What would you have done differently?What was your biggest disappointment on that assignment?,Crash Slide in Employment Law,Interview questions should never be asked rela
19、ted to these topics:Medical or mental health historyMarital statusSexual orientationAgeChild care,family planning or number of childrenReligion or religious beliefsDisabilitiesReceipt of unemployment insurance,workers compensation,or disability benefitsNational origin and citizenshipPhysical charact
20、eristicsMembership in professional or civic organizations that would reveal national origin,race,religion,or any of the other protected classes,Get in the Interviewing Mindset,What is the purpose of the interview?Collect information about the applicant.Does the person have the work experience and cr
21、itical success factors to do the job.Determine not only if the applicant can do the job,but whether he/she wants the job.Who is worth more?A highly motivated person with less experience or a poorly motivated person with a great deal of experience.Give information so the applicant can make a decision
22、.Two decisions that always have to be made.Do you want to applicant and does the applicant what you?Promote good-will.Every interview adds,or detracts from the Universitys reputation in the community.Organizations with the best reputations tend to attract the best applicants.,Six Parts of a Behavior
23、-based Interview,Part One:Warm-upMake the person feel at ease.You should have already sent the applicant a parking pass,gave specific directions to campus and a campus contact numberNow you need to make sure everyone the applicant comes in contact with has read the resume,familiar with the job,think
24、s positively of the University,has a connection to the position and is genuinely pleasant with positive non-verbals.,Six Parts of a Behavior-based Interview,Part Two:Set the ExpectationsYou should have already communicated the timeframe and with whom the applicant will be meeting prior to the applic
25、ants arrival.Now you set the specific agenda.Where are the bathroomswhen is lunchwho will the applicant meet,and explain when and why the applicant is meeting with them?,Six Parts of a Behavior-based Interview,Part Three:Body of the InterviewIf you are using a search committee,give them advance noti
26、ce to make sure they know their specific role in the interview process.Each member should have a copy of the resume,agenda,interview questions and have read this tutorial.Ask behavioral-based questions of the applicant.Ask additional related questions to gain clarity or more insight into the applica
27、nt.,Six Parts of a Behavior-based Interview,Part Four:Describe and“Sell”the JobYou should have already given the applicant a job description prior to stepping foot on campus.Note:A job description is not to be confused with a posting.Talk about the opportunities and challenges of the positionCustomi
28、ze the benefits to the applicantif they disclosed that they have children of daycare age,talk about childcare.Mention health care benefits,fitness center,professional development courses,tuition reimbursement,etc.Contact HR for more specific information.,Six Parts of a Behavior-based Interview,Part
29、Four:Describe and“Sell”the JobSelf-disclose:Honestly describe why you joined the company,why youve stayed and how you feel about working for WCU.Be a Good Storyteller:Convey information in a memorable or entertaining manner.Remember the 4 Csbe clear,concise,catchy and compelling.Focus on the Applica
30、nt:Make your message relevant to the level of experience and interest.Use Specific visuals,analogies,statistics.PracticePracticePractice!,Six Parts of a Behavior-based Interview,Part Five:Applicant QuestionsNote the type of questions you are being asked.If no questions,dont jump to conclusions.Talk
31、to other people who interviewed the applicant separately.Perhaps,insightful questions were asked.,Six Parts of a Behavior-based Interview,Part Six:CloseLet the applicant know what comes next and the anticipated timeline.Keep in touch after interviewing the good applicants to show you still have inte
32、rest.Let them know if you have not been able to interview all the applicants.Send a personal thank you.,We hope that you and others involved in the interview process,found this tutorial helpful in choosing the best from the rest!,The WCU HR Office of Organizational Development and Employment Services Thanks You for Making the Investment!,
