Behavioral Based Interview Skills - More Investment Upfront But Less Later Down The Line
By: Adam Shawal Date : 26th April 2016
COURSE OVERVIEW
Behaviour based interview training is
more popular than ever. Behaviour based interview training means more
investment upfront but less later down the line. Angela Dennis, a consultant
for Behavioural Technology, says behaviour-based interviewing lowers turnover
rates. That's because behaviour is as important as skill or talent. Even
someone's values are not as important as how they behave. Not many people match
their actions to their word. Because, according to Julie Montgomery of Sprint
Paranet, "people repeat behaviours...if you can see what a person did in
the past, they'll pretty much act the same way in the future." Behaviours are
habits. Habits can be tough to change. If someone has a certain pattern of
behaviour, chances are they'll continue to behave this way in your organisation
too. Behavioural based interviewing is a new style of interviewing that more
and more companies and organisations are using in their hiring process. The
basic premise behind behavioural interviewing is this: The most accurate
predictor of future performance is past performance in a similar situation. It
provides a more objective set of facts to make employment decisions than other
interviewing methods. Traditional interview questions ask you general questions
such as “Tell me about yourself.” The process of behavioural interviewing is
much more probing and works very differently.
LEARNING
OUTCOMES
- Understand that getting the right staff will save cost, time and energy
- Learn how a potential employee behave in different situations
- Learn the ability to interpret the DISC Insight Personality Profiling tools effectively to minimise the chances of getting the wrong staff
- Be competent in identify the possible of interviewee masking their behaviour
- Ability to use the DISC Insight tool to recognise the different behavioural personality that will help in staff selection
- Improve your professionalism in hiring the right staff
- Discover how the interviewee acted in specific employment-related situations
COURSE OUTLINE
Module 1: Traditional Interview vs.
Behavioural Interview
Module 2: Profiling the Candidate and
the Job
Module 3: Steps to DISC Insight
Personality Profiling
Module 4: Interview Procedures:
Behavioural-Based Method
Module 5: Questions: Behavioural-Based
Module 6: Verifying the Information
WHO SHOULD
ATTEND
For those who are involved in the
process of selecting staff or conducts interview
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