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SENIOR MANAGEMENT STRUCTURAL Behavioral INTERVIEWING Dr David S Cohen July 22 & 23, 2013 Group Discount!** 10% discount for group of 3 or more received from the same company for the same program.

How to fill out structural behavioural interviewing

To fill out structural behavioural interviewing, follow these steps:

1. Understand the purpose: Begin by familiarizing yourself with the concept of structural behavioural interviewing. This type of interview technique focuses on assessing a candidate's past behavior in order to predict their future performance and fit within a specific role or organization.
2. Prepare the questions: Develop a set of standardized behavioral-based interview questions that will help you gather relevant information about the candidates. These questions should aim to uncover specific situations, actions taken, and outcomes achieved in previous professional experiences.
3. Define the competencies: Identify the key competencies or traits that are critical for success in the position you are hiring for. These competencies will serve as a framework to evaluate candidates' answers. Common competencies include teamwork, problem-solving, leadership, and communication skills.
4. Conduct the interview: When conducting the interview, stick to the predetermined set of behavioral-based questions. Allow candidates to provide detailed examples from their past experiences to demonstrate their competency in each area. Take notes and actively listen to their responses.
5. Evaluate the responses: Assess each candidate's responses based on the defined competencies. Consider the quality of their examples, the level of detail provided, and the overall alignment with the position requirements. Use a scoring system or ranking scale to ensure objectivity.
6. Compare and make decisions: After completing all the interviews, compare the candidates based on their performance during the structural behavioral interviews. Consider other factors like qualifications, references, and cultural fit. Use this information to make an informed decision about who to move forward in the hiring process.

Who needs structural behavioural interviewing?

Structural behavioural interviewing can be beneficial for organizations looking to make informed and reliable hiring decisions. It is particularly useful in situations where the role requires specific competencies or skills that can be best assessed through past behavior.

1. Hiring Managers: Hiring managers can leverage structural behavioural interviewing to gain deeper insights into a candidate's potential performance and determine if they possess the necessary competencies for the role.
2. Human Resources Professionals: HR professionals often play a key role in designing and implementing interview processes. They can use structural behavioural interviewing techniques to standardize and ensure consistency in evaluating candidates across different hiring processes.
3. Recruitment Teams: Recruitment teams can benefit from using structural behavioural interviewing to streamline their selection process and identify the most qualified candidates. By focusing on past behavior, they can better predict future success and make data-driven hiring decisions.

In summary, structural behavioural interviewing requires careful preparation of questions, identification of key competencies, conducting the interview, evaluating candidate responses, and comparing candidates for decision-making. This interviewing technique can be valuable for hiring managers, HR professionals, and recruitment teams aiming to make informed and reliable hiring decisions.

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What is structural behavioural interviewing?

Structural behavioural interviewing is a type of interview technique that focuses on past behavior and experiences to predict future behavior in a structured manner.

Who is required to file structural behavioural interviewing?

Employers or hiring managers who are looking to assess candidates' skills, competencies, and fit for a job are required to conduct structural behavioural interviewing.

How to fill out structural behavioural interviewing?

To fill out a structured behavioural interviewing, employers should prepare a list of behavioral questions, assess candidates' responses against predefined criteria, and document findings accurately.

What is the purpose of structural behavioural interviewing?

The purpose of structural behavioural interviewing is to gather information about candidates' past behaviors, experiences, and competencies to make informed hiring decisions.

What information must be reported on structural behavioural interviewing?

Information such as specific examples of past behavior, actions taken in certain situations, outcomes achieved, and skills demonstrated must be reported on structured behavioural interviewing forms.