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Conduct structured behavioral-event interviews utilizing a competency-based question bank.
Single copy, print or PDF version, $180 (special SHRM price $144!)
License for Organization-Wide Use: An intellectual property license enables an organization to customize and use the guides throughout the organization. A Competency Dictionary license is included.
Thirty-five competency interview guides provide an easy-to-follow format for structured, behavioral-based interviews. Each guide, with specific questions related to each of the thirty-five competencies in Workitect’s competency dictionary, makes it easy for a hiring manager or interviewer to collect behavioral examples about a candidate’s relevant work experiences and accomplishments. While the process described below is designed for multiple interviewers seeing each candidate, it can be completed with only one interviewer.
The Guides provide:
•Specific questions and probes for each competency,
•Specific, high-quality behavioral data describing what superior performers do to achieve superior results,
- Surfacing of non-obvious effective behaviors that job incumbents and their bosses may be unaware of or unable to articulate,
•Strong evidence for a competency model’s validity – evidence that is especially important if the model will be used for external selection
•A competency-based question bank that can be used again and again.
•Ability to identify transferable skills for new hires and existing employees.
The Structured Event Interview is a simplified type of Behavioral Event Interview, developed by Workitect to provide many of the benefits of a Behavioral Event Interview, while significantly reducing the time and cost required to conduct and analyze the interview.
Each guide contains a cover page with tips for conducting an effective interview with a candidate by including “What to Do”:
1.Prior to the Interview
2.During the Interview
3.Following the Interview
Each interview guide then provides the competency definition and behaviors associated with the competency, followed by potential behavioral-based questions and probes for the competency. In addition, positive and negative behavioral indicators are listed to help the interviewer evaluate the candidate’s responses. Finally, the guides provide