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.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
If you are interested in additional and continued learning on this topic, here are a few recommended resources.
For books, we recommend, the following, first, Behavioral Interviewing Guide: A Practical, Structured Approach for Conducting Effective Selection Interviews. Another informative book is, Hiring for Attitude: A Revolutionary Approach to Recruiting Star Performers and finally, The EQ Interview book.
In addition, visit SHRM.org. The Society for Human Resources is a great resource for HR professionals. They have a number of toolkits and materials to help you develop the right interview structure. Also, you should spend some time on LinkedIn and focus on resources associated to your industry. And remember the beauty of your reputation as an organization. Work with your communications and/or marketing team to get the word out about opportunities. Building a brand as an employer of choice requires time, focus and exposure through those channels most appropriate for your company.
Best of luck as you move forward with recruiting efforts and happy hiring!
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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...