Search Video Library for: Leadership, Effective (& Legal) Interviewing
When it comes to effective interviewing... preparation is essential. This video walks you through the preparation needed for conducting a behavior-based interview.
After learning about the importance of behavior-based interviewing, this video reviews the essential components of the process for effective interviewing and hiring.
There is a process when it comes to behavior-based interviewing. This video gives you look into the powerful interview process based on the world's best-selling interviewing program.
The key to effective interviewing is having a plan.. a plan that's grounded in behavior-based interviewing principles. This video gives you an introduction to the behavior-based interviewing concept.
Have you used More Than a Gut Feeling™ to maximize your interviewing process/system in the past? Here's the next step in reinforcing those behavior-based interviewing skills! Developed from and based on the world’s best-selling interviewing skills program, this new program leverages what was learned by showing specific examples and identifying and targeting the most common interviewing mistakes. It shows managers and other interviewers the most effective interviewing actions for hiring top-notch people-every time!
From the creators of More Than a Gut Feeling™, this powerful program offers a fresh and vibrant new approach to legal and effective hiring. Based on the time-tested truth, "past actions predict future performance", ACTIONS Speak! combines the elements of memorable storytelling, practical content and realistic acting to weave together a highly effective interview skills training course for a new generation of interviewers.
Designed to be used in conjunction with More Than a Gut Feeling™ Interviewing Essentials or as a stand-alone training tool and refresher. It features a correct interviewing scene highlighting the essentials of a proper behavior-based interview.
Past actions are still the best predictor of future performance. So, stay focused on asking behavioral questions about job requirements. For example, if the job does require honesty, you might ask questions this, "When were you honest, even though it was embarrassing for you? What did you say?
Writing things down is important. And with written questions are part of your interview preparation, you have proof of what you asked the candidate and that you asked the same question of every candidate. Those are legal issues. Before you write questions, you need to do some preparation.
When an answer is a generality, self-promotional, not behavioral, isn’t complete or the candidate’s non-verbals don’t match what the candidate is saying, follow-up with behavioral probes to draw out more information. You discover that the specifics the candidate gives can be linked to job requirements.
The "like me" syndrome is like a bias. Over weighing the positives of a candidate because you have many things in common will usually lead to a less than optimal hire.
Using the power of behavior-based interviewing will get you the new hires you need... and retain! These easy-to-use cards provide a simple model (M.T.G.F.) along with thought-provoking questions on maximizing the key principles of More Than a Gut Feeling™. These cards are great for a quick training reminder, reinforcement or as a conversation generator.
When a candidate takes over the interview - maybe by non-stop talking or story-telling - it's okay to re-take control of the interview by politely interrupting and re-focusing the candidate back to the task at hand.
Reverse information is the opposite of what the candidate told you, or the opposite of your reaction to the candidate. It is designed to give you a broad sample of the candidate’s job skills and help you get new information to balance an overly positive or overly negative opinion of the candidate.
When it comes to behavior-based interviewing, it's all in how you ask your questions. This video is designed to illustrate the difference between a traditional interview question and a behavior-based interview question.
In any organization, hiring the right people for the right job is a challenge. Successfully meeting that challenge helps organizations keep turnover down and productivity high. More Than a Gut Feeling III is designed to educate interviewers on how to make the right hiring decisions by using behavior-based interviewing skills.
Give plant managers, shop supervisors and other personnel the skills they need to make sound hiring decisions and reduce costly turnover! Based on the premise that people tend to perform in the future the same way they've performed in the past, this program helps interviewers go beyond making hiring decisions based primarily on how they feel about a candidate.
Being uncomfortable with silence during an interview may be the most common problem interviewers face, and most will just change the subject and move on. But look at it this way. When candidates are silent, it usually means they're thinking. That silence is your friend, your tool. If you change the subject and move on, you may be shutting down a revealing answer. So respect silence.
To uncover past behaviors from candidates, sometimes we need to follow "feeling" clues. Feelings point to the hidden parts of past behavior. And, of course, none of us are mind readers when it comes to reading feelings, but all of us can learn to recognize the non-verbal indicators of feelings.
Asking the right questions in an interview is your single best way to get the right kinds of information... the kinds of information that will lead you to the best hiring decision. But how do you know what's legal... and even illegal to ask during an interview? This short video provides up-to-date do's and don'ts when it comes to interview questions and is a comprehensive resource for all managers and/or supervisors involved in the hiring process.