Behavioral Interviewing and Personality Assessment

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Behavioral Interviewing andPersonality
Assessment
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Objectives

• Understand the methodology of Behavioral
  Interviewing
• Distinguish the difference between Traits and
  Behaviors
• Understand the differences between Technical
  skills and Performance skills
• Examine effective interviewing skills
• Examine the response pyramid in interviewing
• Understand the use of Personality Test
• Define and discuss the use of Personality
  Assessment in Selection

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THREE SOURCES OF ERROR

• Interviewee
• Interviewer
• Situation

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BEHAVIORAL METHODOLOGY

• Predicts future behavior
• Seeks specific job related examples
• Asks open-end questions
• Avoids using gut feeling

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BEHAVIORAL INTERVIEWING
Past performance
Future Performance
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BEHAVIORAL INTERVIEWING

• Traits vs. Behaviors

Behaviors
Traits
VS.
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BEHAVIORAL INTERVIEWING

• are assumptions or perceptions
• For example
• Seemed confused
• Seemed nervous

Traits
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BEHAVIORAL INTERVIEWING

• Performance Questions
• Summarize work habits
• Summarize work behavior
• Most likely to predict
• Developed over time

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BEHAVIORAL INTERVIEWING
Behaviors

• are what we see or hear.
• For example
• Team Player
• Problem Solving

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BEHAVIORAL INTERVIEWING

• Technical Questions
• Required to perform the job
• Reflect on real world experiences
• Based on knowledge, education or
• training
• Learned on the job, classroom or overtime

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BEHAVIORAL INTERVIEWING
Qualities, Attributes and Characteristic
Response Pyramid
General information and testimonial evidence
Behavioral-based Description
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BEHAVIORAL INTERVIEWING
Situation
Action
S-A-R
Results
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BEHAVIORAL INTERVIEWING

• Effective Interviewing Skills
• Build rapport
• Ask open-ended questions
• Control the interview
• Take notes
• Seek opposing information
• Probe for information

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• Personality Assessment
• In Selection

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Personality Assessment Facts

• 400 million dollar industry
• 2,500 test on the market
• 30 of companies are using test
• Test range from 15 - 300
• Industrial organizational Psychologist (IOP) cost
  around 3,000
• Source Society of Human Resources Management

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Personality Assessment

• Characteristics that define an individuals
• Determines a persons pattern of interaction with
  the environment
• Characteristics feelings and behaviors
• Environment work conditions and organizational

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Personality Assessment

• Personality Traits

Labeling and measuring personal characteristics
Traits
Sociability and need for achievement
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Personality Measurement Methods

• Inventories in Personality Assessment
• Self-Report Questionnaires
• Projective Techniques

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Linking the Interview Personality Assessment

• Linking traits to individuals
• Questions used to measure personality
• The right use of personality in the
• interview

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Behavioral Assessment in Personality

• Techniques
• Structured situations technique
• Critical-incidents technique

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Personality Test Recommendations

• Determine when an job seeker becomes an applicant
  
• Have all applicants to the same test under the
  same standards
• Keep all EEO records to provide evidence of none
  adverse impact
• Hire or consult with a IOP when designing test
• Focus on work or job requirements
• Source Society of Human Resources Management