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CONDUCTING THE
BEHAVIORAL EVENT INTERVIEW
AYU YULIANTI SAJILI
EKSEKUTIF MUDA 15
Purpose of This Chapter
How BEI differs from traditional interviewing methods?
How to conduct BEI?
Relation between BEI and Job Competency Assessment process.
Traditional Interviewing Methods
Unstructured and non-behavioral selection interviews
Ineffective for 2 reasons:
1. Most people do not know what their competencies, strengths, and weaknesses, or
even their job likes and dislikes really are.
2. People may not reveal their real motives and abilities. Most people can give what
they think the interviewer wants to hear.
Purpose of BEI Methods
To get behind what people say they do to find out what they really do.
How they actually behaved in specific incidents
Examples
Example 1 See page 115
Example 2 See page 116
Pointers on technique:
1. Establish trust
2. Asking to minimize differential
Problems and dealing with them:
1. The interviewee is nervous
2. The interviewee is worried about confidentiality
2. Job Responsibilities
Asking what the person actually does and with whom
Pointers on technique
1. Spend no more than 10-15 minutes
2. Train the person to focus on specific job behaviors
3. Get people to clarify buzzwords
4. Ask for moderate detail
5. Listen for possible incidents while facing difficult situation
Pointer on technique
1. Use the characteristics question to get additional incidents
2. Reinforce the interviewee for whatever characteristics
Summary
1. Introduction and description of duties and responsibilities.
2. Behavioral events.
3. Performer characteristics.
4. Summary and interpretation.
THANKYOU
Any question?????