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.
Title: Situational Interviews Defined
Module: Situational Interviews Overview
You might be thinking, “wait a minute. Situational interviews are the same thing as behavioral interviews, right?” This is a common misconception. They are very similar. Instead of asking questions that start with, “Describe a time…” or “Give me an example of a time…”, the interviewer would ask questions pertaining to the future, in other words, “what if something happened, what would you do?” During this type of interview, the interviewee is presented with a problem or a situation and must articulate how he or she would address it.
This slight variation of a behavioral interview, is focused on problem-solving and dealing with difficult issues. Granted the candidate will be pulling from his or her past work experience. They most likely prepared a few stories to include in their responses. Although situational interviews don’t give, you, the interviewer, more specific insight into their work history, it does help you understand how the candidate would take action if given a similar problem while working for your employer.
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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...