Because in a disrupted world, we need something different.
We approach Behavioral Interviewing with the Following Action Steps:
The best place to start for any job search or selection process is to define your hiring criteria clearly. Look at others who do the job well and ask, “What is it about them that makes them successful? What education, certificates, or degrees are needed if any? What type and level of job experience do they need to possess, and how many years of experience are needed? What is the right pay range for this position to attract and retain the ideal candidate?”
Next, determine the critical success factors needed to succeed in the job, such as knowledge, skills, abilities, and personality traits.
Part of hiring the right candidate fits the situation, company culture, team, and manager. It is critical to define the personality needed to fit the job and work environment best.
Proper job analysis and clearly defined job descriptions are valuable tools to help in this process. The job description, at a minimum, should contain a job purpose summary, essential duties and responsibilities, qualifications, and competencies. Also, you should clearly define non-negotiable’s, the critical job requirements everyone in this position must meet to be a trustworthy candidate. For example, non-negotiable’s may include such things as the ability to lift 50 lbs. Regularly stand for long periods, work unusual shifts, work overtime, travel requirements, etc.
Behavioral Interview Questions – ask the right questions for the position and ensure you stay within legal boundaries.