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The Behavioral Event Interview Interviewing Successfully For Career Advancement and Team Building

The document discusses the Behavioral Event Interview (BEI) method for evaluating job candidates. It explains that a BEI gathers data through structured interviews about how candidates have responded and behaved in specific past work situations. Interviewers ask candidates to describe examples of their behavior and evaluate them based on consistency and demonstration of desired skills. The goal is to predict future job performance and make appropriate hiring decisions based on fit and skills rather than impressions. The document provides tips for candidates to prepare for BEIs, including recalling relevant examples and using the STAR method to structure responses.

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Aarti Jadhav
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59 views26 pages

The Behavioral Event Interview Interviewing Successfully For Career Advancement and Team Building

The document discusses the Behavioral Event Interview (BEI) method for evaluating job candidates. It explains that a BEI gathers data through structured interviews about how candidates have responded and behaved in specific past work situations. Interviewers ask candidates to describe examples of their behavior and evaluate them based on consistency and demonstration of desired skills. The goal is to predict future job performance and make appropriate hiring decisions based on fit and skills rather than impressions. The document provides tips for candidates to prepare for BEIs, including recalling relevant examples and using the STAR method to structure responses.

Uploaded by

Aarti Jadhav
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
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

Claudia S. P. Fernandez, Dr. PH


Food Systems Leadership Institute
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…

predicts
Past Future
performance performance
The goal of Behavioral Event
Interviewing is to:
• Evaluate the candidate’s knowledge of
specific situations or procedures
• Gather data about interpersonal
performance and on specific tasks
• 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. Don’t embellish or omit any part of


the story. The interviewer will find out if your
story is built on a weak foundation.

Be specific. Don’t 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 night’s 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

Let’s 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 let’s 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?”
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

Let’s try an example


Let’s 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

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