Behavioural Interview Training
Did you know that unstructured job interviews are one of the most unreliable methods of predicting likely performance on the job? Why? Because in many cases they lead to decisions being made on the basis of ‘gut feel’ and intuition, rather than an objective and robust evaluation of a candidate’s skills against a set of role-specific competencies. For this reason, unstructured interviews can also lead to increased vulnerability for employers from a legal perspective.
Consequently, many organisations are now using structured ‘behavioural’ or competency-based interviews as part of their recruitment and selection process – an approach which research has shown to be much more reliable, valid, and robust.
What is Behavioural Interviewing?
Behavioural interviewing is a technique used to gather information about a person’s past performance and behaviour on the job, with the view to evaluating their likely ‘fit’ with a set of pre-determined, role-specific competencies. The technique is based on the premise that past behaviour is a strong predictor of future performance – or put more simply, an individual is likely to respond a particular work-related situation in the same way that they have responded to similar situations in the past.
It is a technique which has quickly grown in popularity due to the significant benefits obtained by employers as a result of using the approach. Indeed, research has shown that a well-structured behavioural interview can increase the chances of making a successful hiring decision by around 50% – a significant advantage when you consider that replacing an employee typically costs an organisation somewhere between 30% – 150% of that employee’s annual salary.
Benefits of using Behavioural Interviewing techniques
- Increased productivity due to having the ‘right’ person in the role from the outset
- Reduced need to invest in significant training and development for new employees
- Greater clarity and consensus regarding critical job competencies and ‘success factors’
- Reduced employee turnover / higher employee retention rates
- Reduced costs associated with replacing ‘bad’ hires
- Enhanced objectivity, rigour, and reliability of recruitment and selection processes
- Reduced impact of potential interviewer bias and subjectivity (i.e. less reliance on ‘gut feel’)
- Decreased vulnerability from a legal perspective (i.e. behavioural interviews are more legally defensible in situations where candidates contest a selection decision)
- Candidates are less easily able to ‘fake’ responses to behavioural interviews questions
- Greater clarity around areas to probe during the referee checking process
- More effective identification of potential skills ‘gaps’ or areas requiring development if appointed to the role
- Candidates typically perceive the behavioural interview process as ‘fairer’ and more objective
- Greater opportunity for all candidates to demonstrate job-relevant skills and abilities – i.e. a more even ‘playing field’
Research has shown that a well-structured behavioural interview can increase the chances of making a successful hiring decision by around 50% – a significant advantage when you consider that replacing an employee typically costs an organisation somewhere between 30% – 150% of that employee’s annual salary.
Behavioural Interviewing Training
We offer comprehensive Behavioural Interviewing Training to organisations who want to increase their chances of making ‘good’ selection decisions by implementing a more rigorous and objective recruitment process.
Workshops can be attended by hiring managers, team leaders, company owners, HR & recruitment professionals, or any other individual who is typically involved in the recruitment process.
While the content of training may vary slightly depending on client needs, our Behavioural Interviewing Training and Workshops typically cover the topics listed below.
Topics covered in Behavioural Interviewing Training
- What is Behavioural Interviewing and why is it used?
- How do I identify the most critical skills and competencies for a role?
- How do I develop competency-based behavioural interviewing questions?
- What kind of preparation is required before a behavioural interview?
- What do I need to know about the timing, scheduling, and location of behavioural interviews?
- What should I communicate to candidates about the interview?
- What are some basic principles for conducting effective interviews?
- How do I actually ask behavioural or competency-based interview questions?
- How do I probe effectively when I need more information?
- How can I develop and demonstrate stronger active listening skills during an interview?
- What is the best way to record candidates’ responses?
- How do I assess and evaluate a candidate’s performance during a behavioural interview?
- What are interviewer biases, and how do I avoid them?
- What are the most important legal considerations when interviewing? What can’t I ask?
- How do I conduct good reference checks after a behavioural interview?
- How do I ‘weigh up’ different candidates and choose the best person for the job?
Our objective is to ensure that workshop participants are provided with the skills, knowledge and experience required to effectively and independently conduct behavioural interviews in ‘real life’ settings within their workplace. As such, workshops are conducted in a flexible and ‘hands on’ manner, allowing participants to immediately put new skills and knowledge into practice. We are more than happy to keep in touch with participants after the training, in order to answer any further questions that they might have.
All required materials (including relevant templates, evaluation forms, workbooks, etc.) are provided to participants during the workshop.
For companies who want to use a more rigorous selection approach but aren’t able to invest in training, we can also conduct behavioural interviews with shortlisted candidates on your behalf.
We are always happy to answer any questions you might have and provide further information. For more information, please contact us anytime.