Behavioral Events Interviewing
"I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people not on strategies."--Lawrence Bossidy
What is the cost of a wrong hire on your bottom line? Consider the below scenario : You have spent 3 to 4 months interviewing candidates for a role in your team. Finally, you feel you have found the right candidate. He joins your team after serving the notice period. He spends a fortnight in the onboarding process. You mentor him on the job. After a quarter or so, he finally seems ready to start working independently. But gradually, you find a few things amiss. Heated customer interactions, incorrect project reports, weak presentations. You expected more from him based on your interview. A few more months have gone by and you still don’t feel any improvement. You recommend him for 2 or 3 trainings. In fact, he seems increasingly disengaged. There are frequent absenteeism’s and missed time lines. A year after joining, he resigns. And you enter the hiring loop once again! Imagine the time and investment gone down the drain with 1 wrong hire. And imagine this happening with multiple hires in your organization. Wrong hires can cost organizations up to 150% of the annual salary of the employee, especially in mission critical roles. In smaller startups and teams, the impact is even higher with each employee making a significant contribution. There is a strong business case to adopt a scientific selection process. This is where the BEI or behavioral events interview technique comes into play. Based on the research of David McClelland, behavioral questions ask for specific examples from a candidate about his or her past behavior on the job. It solicits real-life experiential responses that provide a way to evaluate skills, knowledge, and behaviors versus philosophical views. It’s important to note that some of the effective organizations like Google, Amazon leverage the BEI process in their hiring process because of its high correlation with employee performance.
This seemingly simple technique is a difficult practice to inculcate. Through an immersive blended learning journey that involves a mixture of role play, movie clips, introspection, experiential activities, peer feedback and mobile based learning challenges, FocusU brings to life this powerful selection technique. It has a high impact on the quality of hiring, the team’s performance and ultimately the organization’s effectiveness.
A few key parameters:
Where this can be run
15 to 30
Total Group sizes
Linked to organization’s competencies
The key take-aways that the workshop targets to achieve with participants are: ⦁ Mindset shift to interviewing. ⦁ Understanding the cost of a bad hire. ⦁ Understanding Competencies and Behaviors. ⦁ Applying the STAR (Situation – Task – Action – Results) Framework for Interviewing ⦁ Apply the STAR Framework through group practice exercises ⦁ 1 – day experience lab followed by 1 month of continuous mobile based learning Is the BEI right for your team? Team member selection is very rarely only the purview of the HR department. All managers have a big role to play in the same. Unfortunately, most interviews are done in an unstructured manner with hypothetical and generic questions. The final selection maybe based on gut feeling or personal biases. If you are looking to equip your team members with this very important life skill of interviewing, so that they can make more informed and wise decisions, this is one workshop you would not like to miss. Contact Us today - we will be glad to meet up and discuss the possibilities for your team!