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Behavioural Event Interview BEI

This document provides an overview of behavioral event interviews. It defines behavioral interviews as asking candidates to recall specific past experiences and how they responded. The goal is to assess past performance as a predictor of future performance. Key aspects covered include: - Using open-ended questions about past experiences to evaluate skills and determine potential. - The STAR method for structured responses about situations, tasks, actions, and results. - Examples of common behavioral interview questions. - Tips for preparing including researching the role and having relevant stories prepared using the STAR method.

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100% found this document useful (1 vote)
346 views32 pages

Behavioural Event Interview BEI

This document provides an overview of behavioral event interviews. It defines behavioral interviews as asking candidates to recall specific past experiences and how they responded. The goal is to assess past performance as a predictor of future performance. Key aspects covered include: - Using open-ended questions about past experiences to evaluate skills and determine potential. - The STAR method for structured responses about situations, tasks, actions, and results. - Examples of common behavioral interview questions. - Tips for preparing including researching the role and having relevant stories prepared using the STAR method.

Uploaded by

Moushumi Dhar
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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The Behavioral Event Interview Interviewing successfully for career advancement and team building

behavioral event interview


Behavioral event interview is based on the notion that a job candidate's previous behaviors are the best indicators of future performance. In behavioral interviews, the interviewer asks candidates to recall specific instances where they were faced with a set of circumstances, and how they reacted.

The behavioural interview technique is used by employers to evaluate a candidate's experiences and behaviours in order to determine their potential for success. The interviewer identifies desired skills and behaviors, then structures open-ended questions and statements to elicit detailed responses. A rating system is developed and selected criteria are evaluated during the interview.

The Behavioral Event Interview


Is also called the CRITICAL INCIDENT method

Gathers data through a structured interview on how people respond and behave in specific situations because

Past performance

predicts

Future performance

Evaluate the candidates knowledge of specific situations or procedures Gather data about interpersonal performance and on specific tasks

The goal of Behavioral Event Interviewing is to:

Assess theory in use rather than espoused theory


Minimize personal impressions that might cloud hiring decisions

Predict future task performance


Make appropriate hiring decisions for both fit and skill

Differences between a traditional and a Behavioral Event Interview


Interview questions ask how one did behave in a particular situation, not how one would behave. The interviewer will ask for details, and will not allow the candidate to theorize or generalize about several events. The candidate may not get a chance to deliver any prepared stories. Interviewers will question and probe (think of peeling the layers from an onion). And they take copious notes. BEI follows a structured process and concentrates on areas that are important to the interviewer, rather than allowing the interviewee to concentrate on areas that s/he may feel are important. Often interviews are graded on a point system to determine if the candidate passed or failed the interview

Follow-up questions test for consistency and determine if the candidate exhibited the desired behavior in that situation

Can you give me an example? What did you do? What did you say? What were you thinking? How did you feel? What was your role? What was the result?
You will notice an absence of such questions as, Tell me about your strengths and weaknesses.

How to Prepare for a Behavioral Interview


Recall recent situations that show favorable behaviors or actions, especially involving work experience, leadership, teamwork, initiative, planning, and customer service. Prepare short descriptions of each situation; be ready to give details if asked. Be sure each story has a beginning, a middle, and an end, i.e., be ready to describe the situation, your action and the outcome or result.

How to Prepare for a Behavioral Interview


Be sure the outcome or result reflects positively on you (even if the result itself was not favorable).

Be honest. Dont embellish or omit any part of the story. The interviewer will find out if your story is built on a weak foundation.
Be specific. Dont generalize about several events; give a detailed accounting of one event.

Preparing for the Behavioral Event Interview


Use the STAR method

Describe the Situation What was the Task you needed to accomplish? What Action(s) did you take? What Result(s) did you achieve?

In general, what is the best way to prepare for any interview?

Research the school, university, company, business unit, or department Understand what they do and what they are about. Understand the job description so you are familiar with the tasks required.

Preparing for the interview


Research YOURSELF as well Why do you want the job? What are your skills, experiences, accomplishments, work style, personal and professional strengths?

What specific situations exemplify these?


Be ready to talk about the unique marketable skills that you have to offer

Preparing for the interview


Some final, practical thoughts (part 1) Prepare 4 or 5 questions about the department or position Get a good nights rest Know where you need to be when for the interview Give yourself plenty of time and arrive early

Preparing for the interview


Some final, practical thoughts Look your best, but be conservative in dress, fragrance, etc. Listen carefully to the questions and formulate your response: THINK before you SPEAK. Make eye contact and remember to attune to non-verbal cues too!

Some example BEI questions you could face in an interview situation


Lets practice: Please volunteer to answer a question

Practice question #1

Please give me an example of a time when you had to take steps to change or influence the culture of your organization.
Remember the formula for success

The STAR method


Describe the Situation What was the Task you needed to accomplish? What Action(s) did you take? What Result(s) did you achieve?

Now lets resume Practice question #1

Please give me an example of a time when you had to take steps change or influence the culture of your organization.
Situation Task Action Results

Practice question #2

Describe a time when you had to create partnerships with another organization or group despite contentious relationships between the parties

Practice question #3

Tell me about a time when you raised funds for your organization? How did you go about it and what was the result?

Practice question #4

Tell me about a time when you met with utter failure. What did you learn from the situation and how has it changed you now?

Practice question #5

Tell me about a time when you had to deal with the media on behalf of your organization. How did you handle embarrassing or difficult situations for your organization that were thrust into the public eye?

Practice question #6

Tell me about a time when you had to create a collaborative partnership in an unexpected place. Who was involved? How did the situation work out?

Practice question #7

Tell me about how you have brought innovation to your organization. What steps did you take? What happened?

More Examples of BEI Questions:


"Tell me about a project you worked on where the requirements changed midstream. What did you do?" "Tell me about a time when you took the lead on a project. What did you do?
"Describe the worst project you worked on. "Describe a time you had to work with someone you didn't like."

"Tell me about a time when you had to stick by a decision you had made, even though it made you very unpopular.

"Give us an example of something particularly innovative that you have done that made a difference in the workplace.
"What happened the last time you were late with a project?

"Have you ever witnessed a person doing something that you felt was against company policy. What did you do and why?"

How would you create a behavioral event interview for HIRING a new employee ?
Review the job description Examine skill deficits on your team

Create a list of tasks and note the steps critical to successful task completion
Create your list of questions

Create your probes and a data collection form


Lets try an example

Lets create a BEI for a University Leadership position


list 3 or 4 critical job skills:
Lead and manage a diverse staff of professionals

Excellent communication skills to connect people, resources and organizations


Develop, advocate for, and control budgets Negotiate on behalf of your organization Other (ie: What else would YOU add to this list?) What question makes sense?

Potential BEI questions for a University Leadership position


Tell me about a time when you:

In the final analysis: Behavioral Event Interviewing


BEI is a popular interviewing technique Can help take bias out of the interviewing process Can help hire for fit and skill competency Some evidence that it reduces job turnover because the organization hires the right person with the right skills the first time

THANK YOU

EFFORTS BY:
PARMESH VASHI ADIL KHERANI

SALAHUDIN SHAIKH
NEHA RAWAL KARISHMA

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