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Introduction to Behavioral Interviewing
Learn the core attributes of behavioral interviewingPreview the first lesson free — get full access to all 5 lessons.
Beginner Provider : Stanley "Chris" Lomax 5 Lessons · 15m in Arabic, English, Spanish
Course Description
When a company has many applicants for an open position, it can be difficult to determine which one will be the best fit with the company. Employers want a candidate who meets requirements for education and technical skills, and they want someone who can fit in with the company’s culture. Traditional interviewing questions may not be enough to figure out which candidate is the strongest. Behavioral interviewing questions force candidates to discard their prepared answers to common questions, and they encourage candidates to share real-world stories about their past.
In this course, you will learn about behavioral interviewing techniques and what makes this style of interviewing unique. Discovering how a candidate has acted in the past can help employers make more informed decisions about who to hire for a vacant position. We will explore how to identify the key competencies needed for a position and how to develop questions based on these requirements.
What You'll Learn
- Explain the differences between behavioral interviewing and traditional interviewing questions
- Identify the key competencies needed for an open position
- Develop behavioral interview questions based on required competencies
- Recognize what makes behavioral interviewing a unique style of interviewing
- Use insights into a candidate's past actions to make more informed hiring decisions
Key Takeaways
- Behavioral interviewing questions push candidates to set aside prepared answers and share real-world stories about their past.
- Traditional interviewing questions may not be enough to determine which candidate is the strongest fit for a company.
- Discovering how a candidate has acted in the past can help employers make more informed hiring decisions.
- Employers want candidates who meet education and technical skill requirements and who fit the company's culture.
- Identifying the key competencies required for a position is the basis for developing effective behavioral questions.
Frequently Asked Questions
What is this course about?
It introduces behavioral interviewing techniques and what makes this style of interviewing unique, including how to identify the key competencies needed for a position and how to develop questions based on those requirements.
How does behavioral interviewing differ from traditional interviewing?
Behavioral interviewing questions force candidates to discard their prepared answers to common questions and encourage them to share real-world stories about their past, which can help employers make more informed hiring decisions than traditional questions.
What skills will I gain from this course?
The course builds interviewing skills, behavioral interviewing, and recruiting concepts.
What topics does the course cover?
It covers an introduction, what behavioral interviewing is, identifying competencies, developing behavioral questions, and a knowledge check.
What is a competency in this context?
The course explains what a competency is and how to identify the competencies required for a position, then how to develop behavioral questions based on those requirements.
Professional Certifications and Continuing Education Units (CEUs)
HR Certification Institute® (HRCI®)
Recertification Credits: 0.5
Society for Human Resource Management (SHRM®)
Professional Development Credits (PDCs): 0.5
KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).
