behavioral interviewing guidebook gb ddi

8/11/2019 Behavioral Interviewing Guidebook Gb Ddi

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DevelopmentDimensionsInternational,Inc.,MMXIII. Allrightsreserved.1

10 Simple Steps to Make

Your Interviewing ProcessWorld-Class


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DevelopmentDimensionsInternational,Inc.,MMXIII. Allrightsreserved.

of managers

FOLLOW THEIR GUT

46%

50%of hiring dec isionsDONT WORK OUT!

BUT

The most wastedtalent acquisitionbusiness opportunity is

letting poor talentdecisions persist in

hiring and promotion.

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So, if people matter the most toyour business, why do you put up

with such poor talentdecisions?


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Learn the10 simple steps to

make your interviewingprocess world-class.


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Skill Practice Data Integration Motivational Fit Legal Issues Program Management

Interview Guide

Software Virtual Training Candidate Experience Skill Reinforcement Link to On-boarding

World ClassInterviewing Includes


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Make your interviewingprocess world-class by:

Building the Foundation Training to Best Practices

Sustaining Results

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#1

7

[Build the Foundation]

Train Program Managers



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#1

8

Key Areas of Focus: Linking Initiative Back to the Business

Training Configuration Measurement/ ROI of Program Identifying Success Profile & System Design

Communication Strategy Finalizing Implementation Plan

Train the Program Managers


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#2

9


Leverage Technology to

Support the ProgramManager



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#2

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Use software that streamlinestasks for the program manager

J ob Analyses Interview System Design Interview Guide Creation and Distribution

Interviewer Training and Skills Reinforcement Hiring Decision

On-boarding

Leverage Technology


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#3

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Define Success Profiles for

Targeted Roles



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#3

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Map your interviewing/selectionsystem to the Success Profiles

Define Success Profiles in advance Knowledge Experience Competencies Personal attributes

Define Success Profiles forTargeted Roles


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#4

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[Train to Best Practices]

Leverage Multiple

Training Modalities



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#4

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Tailor each training approach toparticipant needs

Use for both initial interviewer and follow-uptraining

Classroom | Web | Virtual | Mobile

Leverage Multiple Training Modalities


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#5

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[Train to Best Practices]Train to Measure

Motivational Fit



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#5

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Motivational fit is the extent towhich a persons likes/dislikes

are a match for the job, etc. Calibrate interviewers on what motivational

fit looks like Explain where to gather and evaluate

interview data

Train to Measure Motivational Fit


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#6

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[Train to Best Practices]Focus on the Candidate

Experience



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#6

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Ensure the candidate has apositive interviewing

experience

Focus on the Candidate Experience

Train interviewers to build

rapport and manage the flowof the interview.


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#7

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[Train to Best Practices]Calibrate Interviewers on

Data Evaluation andIntegration



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#7

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Provide a structure for evaluatingbehavioral evidence that can beconsistently applied across interviewers

Train interviewers on how to integrate theirdata with other interviewers.

DDI research shows that conducting data

integration discussions with other interviewersgreatly enhances the quality of decisionsmade by hiring managers.

Calibrate interviewers on dataevaluation and integration


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#7

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Provide a structure for evaluatingbehavioral evidence that can beconsistently applied across interviewers

Train interviewers on how to integrate theirdata with other interviewers.

DDI research shows that conducting data

integration discussions with other interviewersgreatly enhances the quality of decisionsmade by hiring managers.

Calibrate interviewers on evaluatingdata and data integration

Only40%of

organizations

do this


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#8

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[Train to Best Practices]ProvideSkillPracticewith

Feedback



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#8

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Common Skill Practice Areas:

ProvideSkillPracticewithFeedback

Gathering Behavioral Data

Gathering Motivational Fit Data Building Rapport & Managing the Interview Conducting the Interview Evaluating the Data Integrating Selection Data


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#9

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[Sustain Results]Measure Results



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#9

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Measure results to sustain program anddetermine impact

Gather feedback about the interviewing

process, quality of hire, turnover and customersatisfaction data

Determine which metrics are most importantDetermine most efficient and accurate way togather data

Measure what matters most to key stakeholders

Measure

Results


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#10

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[Sustain Results]Provide Skill

Reinforcement afterFormal Training



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#10

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Provide easy-to-use and accessibletools that refresh and reinforce theinterviewing process

Provide Skill Reinforcement afterFormal Training

After training, only15%oflearners applied what they hadlearned well enough to improvetheir performance.

Source: Calhoun, Pollock, & Jefferson, The Six Disc ip line s o f Bre a kthroug h Lea rning : How to TurnTra ining a nd De ve lo pm ent int o Busine ss Re sults (2nd ed.), Pfeiffer, 2010.


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LETS RECAP

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Ensure your interviewing process will helpyour organization find talent that can get

up to speed quicker, produce more, andstay longercreating a sustainable poolof talent to meet your business needs.


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Make your interviewingprocess world-classby:

1. Training program managers2. Leveraging technology to support program managers3. Defining success profiles for targeted roles

4. Leveraging multiple training modalities5. Training to measure motivational fit6. Focusing on candidate experience7. Calibrating interviewers on data evaluation and integration8. Provide skill practice with feedback9. Measure results10. Provide skill reinforcement after formal training


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See Success In Action
http://www.ddiworld.com/resources/behavioral-interviewing-success-stories#.U6M1UvldWAghttp://www.ddiworld.com/resources/behavioral-interviewing-success-stories#.U6M1UvldWAg

behavioral interviewing guidebook gb ddi

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