“I'm a people person, very personable. I absolutely insist on enjoying life. Not so task-oriented. Not a work horse. If you're looking for a Clydesdale I'm probably not your man. Like I don't live to work, it's more the other way around. I work to live. Incidentally, what's your policy on Columbus Day?”
Not all jobs are alike. In a customer service position, communicating with others and customer orientation may be the most crucial areas to success. Meanwhile, an executive level position may require competitiveness and a sense of urgency. By connecting the questions you ask geared to specific performance objectives, you can get to the root of an applicant’s behavior in areas that directly affect success on the job.
Behavioral interviewing helps discover the how, why and what of a candidate’s performance. Understanding how to excel at this game of cross-examination is becoming a crucial part of successful talent selection. In fact, you could visit the closest bookstore or surf the web to not only learn more about this popular technique, but also find many pages of questions. Yet there is more to behavioral interviewing than choosing a few questions from a list because they sound appropriate. Yes, the technique is highly effective - but only when it is done right. In this program, participants will learn: