Behavioral and Situational Interviewing
The US Department of Labor estimates it costs on average 1/3rd of a new hire’s annual salary to replace them, and those costs increase
the higher the position is in the organization. It is clear with a bad hire you lose time, money and more. You must consider the impact
on productivity, customer dissatisfaction, lost sales and reduced quality.
It is more important than ever to have strong hiring procedures. Your process must include the right tools for properly evaluating candidates and identifying the right person for the job. Instructor Stephanie Legatos and myself, Christina Danforth, review the advantages of using both Behavioral and Situational Interviewing. During the course, Stephanie will show you the advantages of using behavioral interviewing to more accurately assess a candidate’s fit for the position and how to do it. Christina will focus on how to conduct situational interviews which are very similar to behavioral ones but can provide additional insight.
A consistent organizational interviewing strategy saves time and money. Learn how behavioral and situational interviewing can help you build the best team for your organization.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: The Par Model
Module: Behavioral Interviewing Overview
In my parallel role as a Career Coach, I often present workshops and coach individuals to prepare for interviews. A commonly used model is the PAR model, P-A-R. Problem, Action, Result. You may also have heard of the STAR model, which is similar, Situation, Task, Action, Result. Job seekers are instructed to use this framework to respond to behavioral questions.
For the Problem, the candidate provides a brief overview of a situation relevant to the questions asked. For the Action or Actions, the candidate describes how and/or why they were involved, what the key events were, what actions they took, their choices or thoughts about potential responses, and why they decided or took the course of action that they did.
Results are the outcome, what happened? Often times the outcome is positive. Sometimes it's not; and in these situations I coach that it's imperative for the candidate to communicate what they would have done differently if faced with this situation again, or what they learned. You can always use probing questions to gather in-depth information if the candidate's example or story is very brief.
Examples of probing questions include: Why did you recommend the solution that you did? What other solutions did you consider? Looking back on that situation now, what if anything might have you done differently? And how pleased were you with the result?
I think you can clearly see through this story framework that you will hear the competencies that you were looking to measure and evaluate and how they align with your needs.
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Stephanie Legatos holds an interdisciplinary masters degree in Human Resources and Counseling Psychology. She facilitates workshops on Resilience and Stress Management, Managing Personal Change, Customer Service, Conflict Management, and Train-the-Trainer. Stephanie is also a holistic career coach providing services to people in career transition from diverse occupations and industries. Stephanie also holds certifications as a...