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Beyond Behavioral Interviewing
June 26-29, 2011Las Vegas, Nevada
©SHRM 2010
Nancy L. Newell, SPHR• June 27, 2011
SHRM 2011 Annual Conference & Exposition
Interviewing Today
• The stakes are high
• Candidates have more
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• Candidates have more sophistication, have practiced, know how to look good
• There is no magic bullet
Key Learning for Today
• 5 steps to great interview questions
• 10 steps to get really
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• 10 steps to get really informative answers
• 5 steps to analyzing the answers
“Tell me about a time
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about a time when…”
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The interview process is your
predictive
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predictive modeling tool
The Job
customer
team
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Job (KSA’s)
Organizational culturesupervisor
The Person
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Asking the RIGHT Questions
• Think about both sides of the equation>The job, the company, the culture
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>The job, the company, the culture>The person
• What are you willing to train?
Cultural Fit
• The best candidates are those that will fit in your culture and your values.
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values.• What are the hallmarks of your
culture?• How do people live your culture?• The goal: paint a predictive picture
of the candidate in your culture.
Asking the RIGHT Questions
• Identify the “critical success factors” of the job and the person> What must they be able to do?> What are the MOST important components of the
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> What are the MOST important components of the job?
> What are the drivers of success in your culture?> What are you willing to teach someone?> Focus effort where you get the most mileage
• Prioritize!
Asking the RIGHT Questions
• Develop behaviorally-based interview questions> Use those prioritized critical success
factors
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factors• Don’t make the questions overly
restrictive or narrow> Gives the candidate lots of room to
answer the question
5 Steps to the RIGHT Interview Questions
1.Understand the job2.Understand the external influencers on
the job3.Know those personal characteristics
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3.Know those personal characteristics that influence on the job success
4.Identify and prioritize the critical success factors based upon 1-3 above
5.Develop broad, behaviorally based questions
10 Steps to Informative Answers
1. Train everyone in your company who has interviewing responsibility.
2. Apply discipline to the process3. Get out of your own way
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3. Get out of your own way4.Use the same measurement tool on
every candidate5.Recognize that candidates may be
more savvy
10 Steps to Informative Answers
6.Don’t tip your hand – what you say when, matters
7.Dig. Probe. Get a COMPLETE understanding of the situation,
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understanding of the situation, candidate actions. Get the what AND the why.
8.Coach the candidate to complete answers using the STAR methodology
9.Don’t waste your time10. Leverage the power of your panel.
10 Steps to Really Informative Answers
11. When in doubt, go negative
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5 Steps to Analyzing the Answers
1. Develop your rubric>Begin with the end in mind – know
what you are looking for>Use the profile of your “A” players.
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>Use the profile of your “A” players. Even better, have them answer the interview questions, use their answers as a key
>Incorporate your prioritization of CSF’s
5 Steps to Analyzing the Answers
2. Get out of your own wayBiases = filters.
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3. Get complete answers from each candidate
5 Steps to Analyzing the Answers
4. Get input and feedback from all interviewers
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5. Score and rate each answer based upon your rubric
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