Course Description
In behavioral interviewing, the interviewer’s goal is to encourage the candidate to speak about the required competencies for the position and ask questions to check if the candidate has those qualities. Gathering as much information as possible about each candidate will help interviewers hire the most qualified candidate. After building a rapport and encouraging candidates to speak, it’s equally important to take good notes during the interview. These are a primary resource the company uses when making final hiring decisions, and they protect the company if any claims of unfair treatment are made. Once every interview is finished, interviewers and hiring teams work to rank and evaluate candidates, considering factors like meeting minimum requirements, demonstrating competencies, communication and soft skills, and passion for the job.
In this course, you’ll learn some best practices for conducting an effective behavioral interview. We’ll explore how to take effective notes, how to build a rapport with the candidate, and how to make sure that you’re getting the full story from the person you’re interviewing. We’ll also look at some common ways to evaluate candidates after the interview process is finished.
What You'll Learn
- Apply the STAR technique to get the full story from a candidate
- Take concise, factual, and effective notes during an interview
- Build rapport with candidates and encourage them to speak
- Recognize the criteria hiring managers use to evaluate candidates
- Rank and evaluate candidates after the interview process is finished
Key Takeaways
- In behavioral interviewing, the interviewer encourages the candidate to speak about the required competencies for the position and asks questions to check if the candidate has those qualities.
- Taking good notes during the interview provides a primary resource for final hiring decisions and protects the company against claims of unfair treatment.
- The STAR technique helps interviewers get the full story from a candidate.
- After interviews are finished, hiring teams rank and evaluate candidates based on factors like meeting minimum requirements, demonstrating competencies, communication and soft skills, and passion for the job.
Frequently Asked Questions
What will I learn in this course?
You will learn best practices for conducting an effective behavioral interview, including how to use the STAR technique to get the full story from a candidate, how to take concise and effective notes, how to build rapport, and the criteria hiring managers use to evaluate candidates.
Who is this course for?
It is for interviewers and members of hiring teams who conduct behavioral interviews and work to rank and evaluate candidates when making hiring decisions.
What is a behavioral interview according to this course?
In behavioral interviewing, the interviewer's goal is to encourage the candidate to speak about the required competencies for the position and ask questions to check if the candidate has those qualities.
What topics or lessons does the course cover?
The course covers Getting the Full Story, Taking Factual Notes, and Evaluating the Candidate, and includes a Test Your Knowledge section. It builds skills in evaluating staff, interviewing, and notetaking.
Why is note-taking emphasized in this course?
Notes are a primary resource the company uses when making final hiring decisions, and they protect the company if any claims of unfair treatment are made.
Professional Certifications and Continuing Education Units (CEUs)
Recertification Credits: 0.5
This Program has been pre-approved for (Number of recertification credit hours & credit type) toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
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™).
