So......how can you cut through the flashy personality and exaggerated resume and accurately evaluate if this person is going to contribute significantly to the prosperity of your company, hold steady when the going gets tough and have the ability to gear forward and execute effectively?
Companies are realizing that behavioral interviewing minimizes the impact of a bad hire. In today’s competitive market, companies cannot afford an average of $300,000 in poor hire losses, so they are integrating scientific techniques, like behavioral interviewing, to make strategic hiring decisions.
In this presentation, discover the impact behavioral interviewing can have on your ability to identify top-performers that produce the results your company needs. Learn some of the scientific methodology behind developing and conducting behavioral interviews in order to make objective hiring decisions that are legally defensible. Gain new techniques from an Industrial Organizational Psychologist to evaluate candidates through an established behavioral model.
Let’s face it, in the world right now, your internal talent is one of your only competitive advantages. For your company to sustain its growth and be a leader in industry it is critical that you hire difference markers who have the capacity to achieve the companies’ goals and objectives. Behavioral Interviewing is one process that can help you discern whether a candidate has what it takes to be a top performer at your company.
--Develop a fundamental understanding and appreciation for why most bad hiring decisions are made in the first ten minutes of the interview
--Learn the foundation behind behavioral and value based interviewing and why it is so important to utilize this diligent process when bringing on new people.
--Gain faculty in uncovering the key performance indicators for each role
--Delve into all facets of what drives peak performance -motivations, ways of being, ways of thinking, and modes of interacting
--Gain prowess in creating behavioral interviewing models that target the right fit
Who Should Participate
HR professionals, corporate hiring authorities and managers
What You Will Learn
1. Clarify the benefits of an objective selection process and why it is important (e.g., how does it add value)
2. Gain an understanding of the critical selection factors and the role behavioral interviewing plays in identifying these factors
3. Understand the key components behind a behavioral interviewing system and see where it fits into the selection process
Berry, L. (2003). Employee Selection. Belmont, CA: Thomson Wadsworth.
Guion, R.M., & Highhouse, S. (2006). Essentials of Personnel Assessment and Selection. Mahwah, NJ: Lawrence Erlbaum Associates.
Janz, Hellervik, & Gilmore (1986). Career Center of the University of Notre Dame
Posthuma, R.A., Morgeson, F.P., & Campion, M.A. (2002). Beyond employment interview validity: A comprehensive narrative review of recent research and trends over time. Personnel Psychology, 55, 1-81.
Motowidlo, S.J., Carter, G.W., Dunnette, M.D., Tippins, N., Werner, S. (1992). Studies of the structured behavioral interview. Journal of Applied Psychology, 77, 571-587.
Salgado, J.F. (1997). The five factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82, 0-43.
|Dr. Stephanie Marberry
Argosy University Schaumburg Campus
Argosy University Schaumburg Campus
At Argosy University, our passion is teaching and learning. We develop professional competence, provide opportunity for personal growth, and foster interpersonal effectiveness. Students succeed because our university community engages and supports them.