Achieving strong business results depends on hiring and retaining great people. Organizations that recognize people as their most important asset, demonstrate that understanding by establishing effective processes to attract, place and promote the right talent. And yet, organizations and hiring managers who still rely on antiquated, traditional interviewing methods achieve no greater than a 10% accuracy rate in their hiring decisions.
The interview remains the key decision-making tool for virtually every job in the world. The practice is so common, so expected, that many organizations and interviewers take it for granted. Interviewers consider themselves to be good judges of character, and believe they don’t need formal interviewing training.
However, many hiring managers lack appropriate training to effectively lead a behavioral-based interview—one centered on determining whether the candidate possesses the critical elements for success in the position. But a poor interview is better than no interview at all, right? In fact, the likelihood of hiring the best candidate after a round of bad interviews increases by less than 2%!
Because the best predictor of future performance is past performance, the validity of behavior-based interviewing has close to an 85% accuracy rating compared with an accuracy rating of no more than 10% with a traditional interview approach.
Learning Objectives and Outcomes
- Gain understanding of the what and why of behavioral interviewing
- Learn to Identify and Gather behavioral examples using the STAR framework.
- Practice using interview guides effectively to gather STARs.
- Understand the importance of rating and integrating data to make fair and accurate hiring decisions.