A technique for interviewing that is becoming more prevalent is the behavioral-based interview. Behavioral-based interviewing is interviewing based on discovering how the interviewee acted in specific employment-related situations. The rationale behind this technique is that “past performance predicts future performance.” Ultimately, it is better for the interviewer to know what a potential employee has done in the past in certain situations as opposed to what they think they would do in a hypothetical situation. In a traditional interview, a potential employee may address a question such as: What are your strengths and weaknesses?
Please watch the following videos:
Careergo- Active Career Management. (2010). Behavioral interviewing. Retrieved on September 13, 2014 from YouTube.
Hiring People – Pre Interview Screening To Improve Your Hiring Method. (2010). Retrieved on September 13, 2014, 2011 from YouTube.
HR Management: Planning & Forecasting. (2010). Retrieved on September 13, 2014 from YouTube.
HR Management: Training & Development. (2010). Retrieved on September 13, 2014 from YouTube.
Structured Interview Training. (2010). Retrieved on September 13, 2014 from YouTube.
Below are some potential questions that can be asked during a behavioral interview:
- Describe a decision you made that was unpopular and how you handled implementing it.
- Have you had to convince a team to work on a project they weren’t thrilled about? How did you do it?
- Have you handled a difficult situation with a co-worker? How?
- Have you gone above and beyond the call of duty? If so, how?
Drawing on the material in the background readings and doing additional research, please prepare a 3-5 page paper (not including the cover and reference pages) in which you:
- Discuss the pros and cons to behavioral interviewing.
- Respond to the 4 behavioral based interview questions above as if you were in an interview?
- Prepare ten questions that can be asked during a traditional interview and then transform those 10 questions to behavioral based interview questions (please use your creativity).
Your paper will be evaluated on the following points:
- Precision – Does the paper address the question(s) or task(s)?
- Clarity – Is the writing clear and the concepts articulated properly? Are paraphrasing and synthesis of concepts the primary means of response to the questions, or are excessive use of quotations how thoughts are conveyed? Are headings included in all papers greater than 2 pages?
- Breadth – Is the full breadth of the subject addressed?
- Depth – Does the paper address the topic in sufficient depth?
- Grammar, spelling and vocabulary – Is the paper written well – is the grammar, spelling, and vocabulary suitable to graduate level work?
- Referencing (citations and references) – Does the paper use citations and quotation marks when appropriate?