Behavioral Interviews-500% More Effective Than Traditional Methods

Hiring someone who is a poor fit is the wrong decision, however skilled they are. They rarely reach full performance or engagement and often leave, triggering another costly search. The source notes that traditional interviews predict future success by only 10%. This 60-minute behavioral interviewing training shows a better approach.

Behavioral interviewing asks what candidates actually did rather than what they say they would do. You'll learn to define job requirements and critical skills, align them with your culture, and use behavioral questions to assess both ability and fit.

The session also covers where evaluation errors come from, acceptable and unacceptable questions, and how to build a planned, start-to-finish hiring process.

• Create behavioral interview questions using the SOAR method
• Link job requirements and corporate values to employee selection
• Interview for best fit using probing and follow-up questions
• Recognize and minimize interviewer rater errors
• Stay within acceptable areas of inquiry
• Evaluate candidates with a behavior-anchored rating system
• Connect your interview process to performance management

• Understanding job requirements and the critical skills for success
• The SOAR method for creating behavioral interview questions
• 43 sample behavioral interview questions
• Top 10 tips for interviewers
• The sources of interviewer rater errors and how to avoid them
• Linking corporate values to employee selection
• Interviewing for best fit
• Acceptable and unacceptable areas of inquiry
• How probing and follow-up questions make a difference
• Using a behavior-anchored rating system to evaluate candidates
• Building your interview process into performance management

New hires begin judging their decision from day one, and the source notes that 70% decide whether to stay within their first six months. Finding the right talent and the right personal, cultural and social fit is critical. This webinar gives you tools to improve your new-hire process and build stronger teams.

It suits leaders, managers, supervisors, HR professionals and organizational development professionals.

• Leaders
• Managers, and supervisors
• Human Resources professionals
• Organizational development professionals

Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. 

Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.