Activity: Behavioral Interview Practice
Hello Friends , I am Ashok Bavliya and today we will Continue our new Course on the topic of the Interview Training for Hiring Managers and Teams Next blog ' Activity: Behavioral Interview Practice '
As we learned in the last lecture, interviewers use behavioral questions to understand a candidate's
competencies.We want to ensure that we're following the star method so we understand the situation, the task, the action and the result.Very often, however, tenets don't provide us the complete information.
So we as interviewers must dig and probe to get detailed information so we can assess the candidate's
competency level.
Let's go ahead and take a look at Brenda as she interviews Scott.Hey, Scott, how are you today?
I'm doing pretty well, thank you.Can you give me an example of a time when you had to work with a very difficult person on a project like how did you handle those interactions to ensure that you guys completed their project on time? Great question.I actually work with a colleague who's very challenging in group settings.
When people are trying to brainstorm, he tends to fixate on a particular idea and then shoot down or shut down others.It makes it really, really difficult for us to have a productive, creative session.
Has Scott given a star response to Brenda's question? What information is missing? Go ahead and pause the video.Now write down the elements of Star that you think are missing and what questions you might ask so we can gather complete information about Scott's competency level.Great, now let's go ahead and see what Brenda did with Scott.That's a very unique situation.
I love to learn more about their project that you guys are working on.You bet. So we were tasked by our boss to create an onboarding solution for the entire company.This is important because we're global.
We've got offices in multiple countries and we wanted a consistent experience for all of the employees
who are coming on board.So because the two of us have the most experience within the company, the boss tasked us to collaborate to get the job done.
What did you guys do to ensure that this project was completed, given how difficult this person was
to work with? I did three specific things.The first was I created a schedule.So we had three meetings scheduled over two weeks to ensure that we had the dedicated time to work together to get it done.
Secondly, I created a document that I shared with them with all of my ideas about what could be done
with the document and ensured that he was able to review it.
We actually had a productive online conversation, a back and forth even before our first meeting.
And then finally going into the meeting, I made sure I went in with an open mind.This is a colleague who tends, again, to fixate on specific ideas and shut down.So I wanted to make sure that I was really listening.It actually worked out well.We collaborate well together.Amazing.
That sounds like it really did work.And what was the outcome of the project and was it successful?
It was actually fantastic.We've rolled out our onboarding kit around the world.Now, any manager can go in and use the specific tool that we built with any new hire, and it's great at customizes accordingly.
What is also really neat is that we added a cultural element, really talks about the heart and soul
of what makes our company special.And that was actually one of the ideas of my colleague.Terrific idea.
Let's take a look at another example from Brenda's interview with Scott.Amazing last night.If you can give me an example of a time when you had to develop a creative approach to get the job done.
What was that? Let's see.Well, in my last role, we had a one of our largest customers, actually, and they wanted a new product feature.And we analyzed it looked like it was going to take about three and a half months for our product team to build it pretty complex.
The issue was that our customer was going to renew in about a month and a half, and they said that
unless the product feature was built, they weren't going to renew.So we were stuck.I got the team together and we brainstormed about it.We came up with a pretty creative idea and that was to have a beta program.So what we did is we we produced the software and released it to the customer as beta unfinished.And it was great.
They got the software they wanted and we got the feedback that we needed to make sure that the product worked. At the end.It was a resounding success.They not only renewed, but they had an uplift of over 50 percent in the contract.In this case, Scott gave a good start answer to Brenda's question.
How are there's still some information missing? Paused the video for a moment and think about what questions you might ask to gather that additional information.Great, let's see what Brenda did with Scott.
He's got that sounds like a great solution to the problem, but you talked quite a bit about the what
the team did and would love to understand what you did specifically and what your role was throughout
the whole project.Can you tell me a little bit more about what you did to drive some of this yourself?
Sure.So as the lead of the department, my role was to make sure that we got this deal done.And so I collaborated with the team and gave them lots of advice and we did.It was a successful project.
Very often we'll run into a situation where a candidate provides a response.
However, they're using the word we instead of using the word eye when they're discussing a past project or a situation, it's really critical that we dig in to clarify the particular role that the candidate
played in that situation so we can effectively assess their competencies.That's, in fact, what Brenda did here.
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