HIRING THE RIGHT PERSON. Find out more about a candidate by using behavioral interview questions.

Interviewing Guide - Only $19.00!

Guaranteed for any job title!

Includes 60 interview questions and interpretive guides you will use over and over again to assist you with ranking the candidate's answers.

Sometimes interviewing candidates can feel overwhelming to a manager. HR Logic has carefully developed several questions to use as indicators for choosing the best candidate. Behavioral interviewing in conjunction with technical questions will help find the best candidate for the job. This system will save your company time and money by reducing employee turnover and increasing employee satisfaction.

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How to Use the Guide:

Review your job description and determine what top three to five skills you would like the potential hire to possess. REMEMBER! Our Interviewing Guide includes all 20 skills listed below which includes 60 interview questions.

Coping

Flexibility

Integrity

Planning/Goal Setting

Resource Management

Team Work

Communication

Customer Focus

Influence Persuasion

Leadership

Quality

Respecting Diversity

Visioning

Conflict Management

Decision Making/Problem Solving

Initiative

Negotiating

Relationship Management

Systematic Problem Solving

Attention to Detail

Select one question from each of those qualities. (using Attention to Detail as an example).

Question

Things to consider

1.   Tell me bout your experience dealing with routine work. What kinds of problems did you have to overcome in order to concentrate on the details of the job?

Did the candidate use strategy to maintain attentiveness during routine work? Was there acceptance of diminished alertness, with little effort to improve it?

2.   Describe something you’ve done that underscores your commitment to being attentive to detail in an environment where safety is unusually sensitive consideration.

Did the candidate dutifully monitor all potentially troublesome aspects of the environment and address anything that seemed imperfect? Was there a casual awareness of potential trouble spots and reliance on subsequent quick reactions rather than prevention?

3.   How have you gone about ensuring accuracy and consistency in a document or data you were preparing? Tell me about a specific time in which your attention to detail paid off.

Did the candidate take clear precautions such as proofing thoroughly, double-checking, verifying format consistency, etc.? Was there only a cursory spot check?

Rank the candidate's answer based on his/her response.

Very strong evidence skill is not present

Some evidence skill is present

Very strong evidence skill is present

·          Tunes out environment

·          Bored with routine

·          Easily distracted

·          Daydreams on the job

·          Generally attentive

·          Generally notices key details

·          Usually ignores distractions

·          Typically alert

·          Pays attention well

·          Quite alert to environment

·          Ignores distractions

·          Always on the alert

Use our specially-designed Interview Rating Sheet to calculate each candidate's score. Often the highest scoring candidate is best suited for the job. The rating sheet also allows for technical questions to be considered.

Remember: Interview questions must be relevant to the job description. You must ask all candidates the same questions for each job.