Behavioural Event Interview

Identify common interview problems, from wrong questions and bias to fatigue, dishonesty, and lack of preparation, and implement competency-based questions and consistent evaluation to improve hiring decisions.

Identify four types of interview questions: generic cushions reveal personal background, conceptual cushions assess knowledge, hypothetical cushions show responses to situations, and behavior relevant cushions reveal competencies.

Generic interview questions reveal personal information but do not assess competencies or behavior, making them opening questions with limited value for job fit.

Conceptual questions rely on discussions to reveal a candidate's understanding, but discussions alone may not reflect behavior or competency; assess abilities in areas like effective communication, leadership, and time management.

Explore how hypothetical questions prompt candidates to describe actions in scenario-based conflicts and delays, while noting responses are based on assumptions and do not guarantee competency.

In behavioral event interviews, focus on past behavior and competencies, not ideal scenarios, by asking concrete questions that reveal how candidates acted in real situations.

Learn how the behavioral event interview (BEI) uses past behavior as evidence to predict future performance through competency-based questions and probing past experiences.

Learn the structure of a behavioral event interview, including building rapport with icebreakers, clarifying the non-traditional interview process and duration, noting questions, and gathering the candidate's current company and role.

Use opening questions to ease the candidate, provide a fair cushion, and encourage disclosure as the interview progresses with general prompts about work background, motivation, and goals.

Master behavioral event interviewing by using probing questions to elicit past actions, how they used tools and mechanisms to accomplish tasks, and evidence of competence and behavior for a role.

Learn to take concise notes during behavioural event interviews to capture candidate responses without breaking eye contact, then use those notes to rate competencies and justify decisions.

Ask the candidate to share any questions after the interview. Invite inquiries about job roles, the company, and the interview process to clarify working culture and organization context.

Close an interview by confirming availability, collecting references for background checks, explaining how to contact the interviewer and the expected timeline for next steps and decision, and thanking the candidate.

Explore using the STAR model to craft behavioral event interview questions, map responses to situation, task, action, and results, and assess candidate competency and leadership.

Learn strategies for conducting a behavioral event interview, guiding candidates to share past experiences with evidence, while the interviewer rephrases questions, reassures, and probes for clear stories.

Create rating scales using bars to assess writing skills and job-related behaviors in a behavioral event interview. Standardize criteria with a five-point box rating and critical incidents technique.

Learn the final hiring decision process, including essential activities and documentation after evaluating all candidates; ensure vetting notes support ratings, reflect behavioral examples, and confirm job and organizational fit.

Attend the quiz to assess your learning and earn certification in the behavioral event interview.