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Level-Up Lab: Behavioral Interviews
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Level-Up Lab: Behavioral Interviews

3/15/2016
When: 3/15/16
1:00 PM until 3:00 PM
Where: SWON Libraries Meeting Room
Presenter: Melanie Blau McDonald
Contact: Kaitlyn
513-751-4422 x10


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A survey by Career Builder found that 69 percent of organizations have been adversely affected by a bad hire in the past year. A bad hire was considered someone with any of the following issues: poor performance, failure to get along with others, negative attitude, attendance problems, and complaints from customers. The consequences included any of the following: losst productivity, time required to hire and train another person, drag on morale throughout the department of organization, loss of sales, and legal issues.

A survey by Robert Half Finance & Accounting found that poor performance was the number one reason that resulted in a failed hire. A poor skills match was the second most-cited reason. In addition, failed hires result from a "culture clash," where the new hire doesn't fit in with the company culture. Behavioral interviewing is an evidence -based approach for ensuring you hire the right person for the job, effectively minimizing all of these potential problems.

Course Objectives:

Successful completion of this course will increase your ability to:

  • Identify general competencies and translate them into performance criteria.
  • Recognize the characteristics of and effectively develop behavioral-based questions.
  • Explore useful techniques for reviewing resumes.
  • Identify the elements to look for in candidates' answers to behavioral-based questions.
  • Follow a structured method for evaluating candidates objectively.

Key Topics Covered:

This course explores the following subjects in depth:

  • Developing a list of general competencies needed for the position.
  • Translating general competencies into detailed performance criteria.
  • Using general competencies into detailed performance criteria.
  • Recognizing the characteristics of effective behavioral-based questions.
  • Developing behavioral-based questions according to the competencies necessary for the position and the organizational culture.
  • Knowing when and how to develop appropriate follow-up questions.
  • General tips for reviewing resumes, including how to apply the "SPOT" process.
  • Targeting areas on a resume taht will need further explanation or clarification during the interview.
  • General tips for interviewing candidates and conducting an interview with colleagues.
  • Identifying the three most important elements to look for in a candidate's answer to a behavioral-based question.
  • Understanding the behavioral interview process from multiple perspectives.
  • Using a structured method for evaluating candidates objectively.
  • Creating a candidate evaluation form.

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