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: What's the Value?
Module: Situational Interviews Overview
Situational interview questions give you an idea of how a candidate understands, analyzes and responds to a problem. While asking these types of questions, you’re looking for their reaction. The response will help you understand how well they would handle this issue after being hired. Assessing a candidate’s problem-solving skills helps your interview team learn about their approach and ability to actually fix the problem.
However, these questions can also help you assess more than just problem-solving skills. When you’re presenting a situation to a candidate and they go about expressing how they’d resolve it, you’re also hearing about their decision-making skills and organizational skills. So, in other words, what choices are they making as they solve the problem and how are they managing their other responsibilities while managing it? In addition, did the problem you presented involve a team conflict? You’ll also be assessing their conflict management skills.
Overall, situational judgement questions are a great way to dig deeper into a candidate’s experience by getting them to relate it to your work environment through whatever scenario you present in relation to the position. In the next section, I’ll give you a few sample questions that’ll help you construct your interview.
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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...