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FMM Institute (475427W) Pen ang Branch Behavioral Interviewing Techniques 1920 Jun 2012 9.00 am 5.00 pm Training Venue: FMM Institute, Piazza Mall, Bryan Bar SL SCHEME 100% CLAIMABLE FROM PSB Introduction

How to fill out behavioral interviewing techniques

How to fill out behavioral interviewing techniques:

1. Understand the purpose: Before filling out behavioral interviewing techniques, it is important to understand why they are used. Behavioral interviewing techniques focus on gathering specific examples from a candidate's past experiences to predict how they may perform in the future. Familiarize yourself with the concept and objectives of behavioral interviewing.
2. Identify the competencies: Determine the competencies or skills that you want to assess during the interview process. These competencies should be specific to the job role and align with the organization's goals. Examples of competencies may include teamwork, problem-solving, leadership, or communication skills.
3. Develop behavioral questions: Craft behavioral questions that target the identified competencies. These questions should require candidates to provide specific examples from their past experiences. For example, if the desired competency is teamwork, you may ask a question like, "Tell me about a time when you had to work collaboratively with a diverse team to achieve a common goal. What was your role, and how did you contribute?"
4. Create a scoring rubric: Establish a scoring rubric or evaluation criteria to assess candidates' responses consistently and objectively. This will help you compare and rank candidates based on their performance during the interview. Determine the key indicators or behaviors that demonstrate proficiency in each competency and assign scores accordingly.
5. Conduct the interview: During the interview, ask the prepared behavioral questions and give candidates ample time to respond. Use active listening techniques, observe their body language, and take notes on their answers. Encourage candidates to provide specific examples, and ask follow-up questions to gain further insights.
6. Evaluate and compare responses: After each interview, refer to the scoring rubric to evaluate candidates' responses for each competency. Assess them based on the predetermined indicators or behaviors. Keep track of their scores and compare them later to make informed decisions.

Who needs behavioral interviewing techniques:

1. Hiring Managers: Behavioral interviewing techniques are essential for hiring managers who want to gather more meaningful and reliable information about job candidates. By focusing on past behaviors, hiring managers can make more accurate predictions about how candidates may perform in the future.
2. Human Resources Professionals: HR professionals play a crucial role in the recruitment and selection process. They can benefit from using behavioral interviewing techniques to ensure consistency and fairness in candidate evaluation. These techniques help HR professionals assess candidates objectively based on specific competencies.
3. Job Applicants: Job applicants can also benefit from understanding behavioral interviewing techniques. By familiarizing themselves with this approach, applicants can better prepare for interviews and craft compelling responses based on their past experiences. This understanding allows them to showcase their skills and demonstrate their fit for the role.

In conclusion, filling out behavioral interviewing techniques involves understanding their purpose, identifying competencies, developing appropriate questions, creating a scoring rubric, conducting the interview, and evaluating responses. These techniques are useful for hiring managers, HR professionals, and job applicants seeking to make informed hiring decisions or showcase their skills.

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What is behavioral interviewing techniques?

Behavioral interviewing techniques are a method used by employers to assess a candidate's past behavior in order to predict their future performance.

Who is required to file behavioral interviewing techniques?

Employers who are conducting interviews as part of their hiring process are required to use behavioral interviewing techniques.

How to fill out behavioral interviewing techniques?

Behavioral interviewing techniques are filled out by asking specific questions that prompt candidates to provide examples of past behaviors and experiences.

What is the purpose of behavioral interviewing techniques?

The purpose of behavioral interviewing techniques is to gather specific information about a candidate's past behaviors and experiences in order to assess their suitability for a position.

What information must be reported on behavioral interviewing techniques?

Behavioral interviewing techniques must report details of the questions asked, candidate responses, and evaluations of their past behaviors.