Help hiring managers use behavioral and situational interview questions to probe job-related skills and competencies and reduce costly bad hires.
Interviewing is one of the hardest and most important parts of a manager's job. A bad hire costs money, but the damage often runs deeper, dragging down productivity and team morale for years. This short course is for managers, supervisors and anyone who sits on a hiring panel. The program explains two proven interviewing methods. Behavioral questions ask candidates to describe how they handled real situations in the past. Situational questions present a hypothetical scenario and ask how the candidate would respond. Viewers learn to keep questions focused on job-related skills and experience, identify the competencies a role requires, and use those competencies to shape the interview. Sample questions show how each technique works in practice. The video runs about 6 minutes in English, so it is easy to review before a round of interviews.
Behavioral interviewing training is for hiring managers, supervisors, human resources staff and anyone who sits on an interview panel. Better interview questions reduce costly bad hires that hurt productivity and morale. The 6-minute English video covers situational and behavioral techniques and how to focus on job-related competencies.
Behavioral interview questions ask candidates how they handled real situations in the past, such as a conflict with a coworker. Situational interview questions describe a hypothetical scenario and ask what the candidate would do. Both approaches tie answers to specific job requirements rather than general impressions.
Good behavioral interview questions ask for specific past examples. One example is "Describe a time you spotted a safety problem before anyone was hurt." Another is "Tell me about a deadline you nearly missed." Follow up by asking what the candidate personally did and what the result was.
Competencies in a job interview are the skills, knowledge and behaviors needed to succeed in the role. Examples include problem solving, teamwork and attention to detail. Identify the competencies before the interview, then write questions that test each one. Score every candidate against the same competencies.
Bad hires are costly because one poor hiring decision can cost an organization tens of thousands of dollars. Beyond recruiting and training expenses, a bad hire drags down productivity and team morale. The damage can last for years. Structured, job-related interview questions lower the risk of hiring mistakes.
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