We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers. We have been publishing articles for over 35 years to address the myriad of issues encountered in the process of hiring top talent.
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The option of hiring virtually, rather than through typical in-person interviews, has graduated overnight from a technological convenience to the new norm. Companies that hope to succeed in a virtual setting must rapidly adopt new best practices.
Can a successful, but static business practice gradually lose its effectiveness? In the case of behavioral interview training, a technique that predicts-on-the-job performance far more accurately than other interview training methods, the answer is yes.
Sales candidates often excel at selling themselves, but that doesn't mean they can successfully sell on behalf of your company. Competency-based behavioral interviewing is an important skill every sales manager should master to ensure they hire the right candidate.
Behavioral interviewing training helps attorney interviewers interpret the “how and why” behind a candidate’s answers to their questions. This equips them to predict future performance in those selected to join the firm. Read more articles on the attorney hiring process at Interviewing Training for Lawyers.
If you want to get at the truth about a candidate – any candidate – we caution you against relying on “give me an example” questions.
Graduate students are spending too much time learning how to take an interview but rarely learn how to conduct one. Look at the problems this presents once those students enter the workforce.
Competency-based behavioral interviewing training is based on the idea that candidates' past and present behavior is the best predictor of how they will behave in the future.
Behavior-based interviewing that relies on give me an example questions is in jeopardy. A number of factors including ongoing talent shortage, increasing diversity, savvy candidates, and declining authenticity threaten the continued effectiveness of this form of interviewing.
Do you ask job candidates to describe real situations they've faced and problems they've solved? Good idea. But what if the stories they'are telling are bogus?
We've been studying behavioral interviewing practices for 35 years, and we've seen some very strange trends, but it’s hard to top the following: parents are beginning to join their child in their job interviews.
There's been exponential growth in interview coaching services—from outplacement firms to the Internet and now to YouTube.