Structured
BEHAVIORAL Interviews & Training
Structured Behavioral
Interviews
Interviewing
remains a key component in the selection process for most organizations.
Research has shown that the most effective interviewing technique
is the Structured Behavioral Interview (SBI). It works for one simple
reason: the best predictor of future behavior is past behavior.
SBIs focus on what a candidate has done in the past that is directly
related to the competencies needed for success in your organization.This
is because the goal of the SBI is to collect job-related information
that ensures that the most qualified candidates will be hired.Research
shows that SBIs are far superior to the typical unstructured interview
still used in many organizations, because they are better predictors
of future job performance, more job-related, and more legally defensible.
By using SBIs based on job-specific competencies, one can feel confident
that they are using a valid and efficient selection tool, a consistent
method for evaluating candidates' qualifications, and a fair means
of making hiring and promotional decisions.
Turknett's
Training Process
Turknett's
team of Industrial-Organizational Psychologists have extensive knowledge
in not only developing Structured Behavioral Interview protocols,
but also designing and delivering training for those that will be
conducting the interviews. Below is a brief description of our four-phase
training process:
Opening
Phase
•
Creating an environment conducive to interviewing
•
Making introductions and developing rapport with the candidate
•
Avoiding inappropriate questions
•
Conducting an orientation of the interview process
Assessment
Phase
•
Behavioral-based questioning that solicit examples of context, action,
and results in past jobs
•
Utilizing probes to solicit more detailed information and/or seek
clarification
•
Detailed note-taking for documentation and data evaluation purposes
Closing
Phase
•
Soliciting additional job-related information
•
Educating candidates on the job and the selection process
•
Maintaining security of test materials
Rating
Phase
•
Classification of notes based on relevance and importance
•
Independently rating responses based on evaluation standards
•
Reaching consensus among raters through facilitated discussion
Turknett will develop a custom SBI for your organization that are:
Related to the job
- Competencies, behaviors and interview questions are validated to job requirements, ensuring job-relatedness and defensibility
Objective
- Guidance or standards for scoring are validated and provided with each question
- Rater training is provided to minimize bias
Consistently applied and administered
- Procedures are developed to ensure consistent administration
- Training ensures all raters administer the interview consistently
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