Successful Interviewing Strategies using Structured Behavioural Interview

Format and techniques of a behaviour-based interview
assess performance in a particular key area or skill that is attributable to the job description according to the organisation’s competencies.

Reminder of the STAR interview structure
What is the STAR method of interviewing?
What are Star format questions?
How should candidates answer a star question?
How do you master the star interview question?

How to use behaviour-based interview
Step 1: Develop Clear Selection Criteria
Step 2: Prepare Effective Questions
Step 3: Conduct a Structured Interview

Time and structure needed to explore each competency
Facilitator demonstration with volunteer, small group work and group discussion, review of interview practice pack

STAR questioning method
examples of behaviour-based questions
question bank will be given to the participants

Handling candidate responses to questions
Body language
Fluency
Confidence
Assertiveness

Observing candidate behaviours and recording responses

Summarising candidate responses
Taking notes on the observation

Acquiring full evidence exercise in small groups, facilitator presentation tips, and STAR questioning and summarising practice exercise in pairs using one core competency, group review of learning
Empathy Interview Questions
The empathy questions will be structured by using Emotional Intelligence

Open ended questions
Close-Ended Questions
Probing Questions
Clarify or search for reasons behind previous answers
Search for inconsistencies
Help the respondent deal with a topic that has been difficult to speak about
Revisit responses from earlier in the interview

Evaluating and rating evidence
Responses to individual questions (planned in advance)
Job-related competencies that may or may not be linked to individual questions posed during the interview (also planned in advance)
The overall interview (as a kind of global experience, usually a single rating).
Using a rating scale
A typical scale used to rate competencies evaluated in an employment interview.
Recommending the next stage in the selection process
Trainer tips presentation, exercise in trios to review and evaluate candidate responses and assign a rating, whole group review of candidate ratings and recommendations

Mock interview
The participants will go through an extensive session on how to select candidates by using the STAR method on the first day. Participants are required to use the skills learned to conduct a mock interview. The participants will sit as a panel and few anonymous candidates will be brought in to personate with different characters as the interview candidates. The participants will be required to choose candidates by using the STAR method and to substantiate with relevant reasoning for choosing the said candidates.