Behavioral-Based Interviewing

Are you hiring the right people? Gain a new perspective on the interview process to make sure you're getting the best talent.

Interviews can be easily manipulated. There are some people who are better interviewees than the managers who try to interview them. As a result, sometimes hiring mistakes can be made that are costly and difficult to correct.

This information helps those responsible for interviewing understand how to look for behaviors linked to successful job performance. This topic also helps interviewers understand how to score interviews so that they may be used over time to compare job applicants.

The What and Why of Behavioral-Based Interviewing

• What Is Behavioral-Based Interviewing?
  
• Why Is Behavioral-Based Interviewing Superior to Traditional Interviewing Approaches?

How Are Behavioral-Based Interviewing Questions Developed?

• Using Previously-Developed Behavioral Questions
  
• Using Tailored Behavioral Questions
  
• Preparing Behavioral Questions From Scratch

Conducting Behavioral-Based Interviews

• Planning the Interview
  
• Opening the Interview
  
• Conducting the Interview
  
• Closing the Interview
  
• Using the Interview in Combination With Other Selection Approaches

• SHRM

• HR Certification Institute

For Detailed Credit Information page click here

Only registered attendee will receive continuing education credit.

William J. Rothwell, Ph.D., SPHR, SHRM-SCP, CPLP Fellow, Rothwell & Associates, Inc.

• President of Rothwell & Associates, Inc. (see www.rothwellandassociates.com) and professor, Penn State University, University Park
• Practice emphasizes all aspects of talent management and succession planning
• Conducts regular seminars on talent management, succession planning, and organization development
• Wrote 107 books—including Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017), Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017), Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017), Community College Leaders on Workforce Development (Rowman & Littlefield, 2017), Organization Development in Practice (ODNetwork, 2016), Mastering the Instructional Design Process (Wiley, 2016), Practicing Organization Development, 4th ed. (Wiley, 2015), Effective Succession Planning, 5th ed. (AMACOM, 2015), The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015), Beyond Training and Development, 3rd ed. (HRD Press, 2015), The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015), Organization Development Fundamentals (ATD, 2015), Creating Engaged Employees (ATD, 2014), Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013), Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012), the edited three-volume Encyclopedia of Human Resource Management (Wiley/Pfeiffer, 2012), Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (AMACOM, 2012), Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (AMACOM, 2011), Competency-Based Training Basics (ASTD Press, 2010), Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 4th ed. (AMACOM, 2010), Practicing Organization Development, 3rd ed. (Pfeiffer, 2009), The Manager’s Guide to Maximizing Employee Potential: Quick and Easy Ways to Build Talent Every Day (AMACOM, 2009), Basics of Adult Learning (ASTD, 2009), HR Transformation (Davies-Black, 2008) and Working Longer (AMACOM, 2008)
• Member of Association for Talent Development and the Society for Human Resource Management
• Can be contacted at 814-234-6888 or wjr9@psu.edu