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Behavior-Based Interviewing Skills: How To Evaluate What To Look For In Candidates And Design Questions To Get The Answers You Need

Webinar: ID# 1035749
Recorded On-Demand
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About This Course:
When it comes to job interviews, candidates are savvier than ever. They’ve reviewed the job description closely and know to use key words. They’ve read reviews from other applicants on Glassdoor, and they’ve studied up on interview strategies. So, how do you separate those who have prepared well from those who will truly be the best fit for the job?

Enter the behavior-based interview. Behavior-based interview questions can help you quickly size up how a candidate has performed in similar roles in the past and give you a fast assessment as to how well they may fare in the job you need to fill.

But it’s not something we all do instinctively. However, strong behavior-based interview skills can be learned.

Join us for a webinar that will get you up to speed on how to effectively work behavior-based interviewing skills into your hiring process or improve the way you’re doing it already. Using real-life examples and situations, Rachel Mendelowitz of The Rivington Group will help you find new ways to identify the top candidates who will be set to excel in your organization.What You'll Learn:
  • Where to start in shifting to a behavior-based model
  • What behavior-based interviewing is, how it was developed, and why it works
  • How to strategically select and organize your questions—so no one is “winging it”!
  • How to determine what you’re really looking for – and how to craft questions to get the answers you need
  • How to use behavior-based questions to test for cultural fit
  • Why consistency is important and how to make sure you’re staying on track with all candidates
  • How to successfully structure group interviews with a behavior-based format
  • How to evaluate your behavioral interview progress and improve your system going forward
  • And much more!
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Behavior-Based Interviewing Skills: How To Evaluate What To Look For In Candidates And Design Questions To Get The Answers You Need
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