Structured Interviewing
This training is for leaders and team members who want to get to know candidates through a competency-based method and make better-founded decisions.
Behavioral Event Interviewing (BEI)
Licensed / external methodologyA competency-based selection methodology that increases the likelihood of a successful hire.
- Can be used in any corporate culture and at every level of the hierarchy
- Draws conclusions from the candidate's actual behavior, not their self-description
- Works with specific measurement indicators and an evaluation technique
Behavioral event interviewing starts from the premise that the best predictor of future performance is past behavior. The interview is therefore not about what candidates think of themselves, but about how they thought, reacted and acted in specific past situations. The method is based on the Spencer & Spencer competency theory: it uses a set of questions tailored to the company culture, the position and the competencies, and makes candidates comparable through specific measurement indicators and a consistent evaluation technique. It can be used in any corporate culture, at every level of the hierarchy and for any position, and it significantly improves the chances of a successful hire. In the programs, participants practice the technique from structuring the interview through evaluation to giving appraising and developmental feedback, both as interviewer and as interviewee.
Related programs: Structured Interviewing Training · Structured Interviewing
DISC
Licensed / external methodologyA behavioral style model: recognizing natural behavioral preferences.
- Participants recognize their own preferences and other people's types
- Fosters a more open, accepting attitude toward different behavioral styles
- We also use it in selection and customer communication
DISC behavioral typology describes behavior along four main factors: dominance, influence, steadiness and conscientiousness. All four are present in everyone, just in different proportions, and the model captures not character but observable behavior and natural preferences: the situations in which someone feels at home, and those that are a strain. Its key idea is that better collaboration usually does not require changing our character; adjusting our behavior is enough. In the programs, we work with a questionnaire, small-group exercises and film clips: from recognizing your own type and using your strengths consciously to treating and communicating with others in a way that suits their type. We use it in leadership development, selection and customer communication alike.
Related programs: DISC-Based Self-Awareness · Effective Face-to-Face Sales Communication · Integrated Leadership Program (Foundation) · Structured Interviewing Training · Structured Interviewing · Customer-Tailored Communication – Customer Typology
What is the program about?
One- or two-day group training, in person or online, built on Behavioral Event Interviewing (BEI) and DISC; also available with Thod support.
What you take away: deeper insight into candidates' actual motivation and abilities; practical techniques for uncovering how candidates behave, from structuring the interview to evaluating it; awareness of everything a job interview can be used for beyond selecting the right person.
Who is the program for?
For leaders and HR professionals who want to get to know candidates through a competency-based method and make better-founded decisions. It is especially timely when you need a reliable, competency-based selection methodology.
When is it worth starting?
- candidates' actual behavior, motivation and way of thinking need to be understood more deeply
- managers or HR professionals need to structure and evaluate interviews systematically.
How we work
We start from modeling observable behavior and the Spencer & Spencer Competency Model, which is what predicting on-the-job success rests on. From there we move to a competency matrix tailored to the company culture and the position.
In a job interview, candidates tell you what they want you to hear about themselves. Behavioral Event Interviewing (BEI) looks deeper: it measures on a competency basis and reveals how the candidate thought, reacted and operated in specific past situations. It can be used in any corporate culture, at every level of the hierarchy and for every position, and it significantly improves the chances of a successful hire.
We tailor the method to your own company culture, positions and competencies, then try out interview structure, evaluation and the evaluation conversation in situational exercises. Participants will also see everything an interview can be used for beyond selection.
Program topics
- modeling observable behavior
- predicting on-the-job success based on the Spencer & Spencer Competency Model
- tailoring to company culture, position and competencies (benchmarking)
- the BEI technique: the methodology of structuring the interview
- BEI metrics and evaluation technique
- evaluation and development conversations, feedback
- situational exercises.
Delivery
We weight the topics to fit the client organization's situation. On request, we support the program with the Thod learning support system, which keeps participants applying what they have learned between training days.
It is also worth starting if:
- evaluation conversations and feedback with candidates need to be improved.
