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INTERVIEW MASTERY

things a person knows how to do well

what a person knows about a particular substantive area

the image a person projects to others – person’s values what one believes is important to do

the way a person sees him/herself – the internal concept of identity

relatively enduring and stable characteristics of a person’s behavior

natural and constant thoughts and preferences in a particular area

compentency

Any characteristic of a person that differentiates levels of performance

Related to Superior performance in a job

Enable Superior Performers to Critical Behaviors

Introducing coding

coding

a scoring technique used to analyze interview data for EVIDENCE of

behaviors

Identify what is codable and what is not codable

<if> codable, identify which competency then identify the level of the competency

codable data

dialogue that contains behaviors actually demonstrated by the interviewee

personal thoughts/feelings

at the time of the situation

Did the action/thought/feeling of the interviewee actually occur at that time?

five rules of codable info

“I” instead of “We”

actually happened

specific to a situation

clearly identify evidence of a competency

must NOT come from leading questions

exam

“Usually I always try and get everyone working together, get everyone

involved in the work. I always think that’s important.”

“I feel as if that meeting should have gone differently. The way things have turned

out, my idea would have worked. I think he should have listened to me.”

behavioral event interview (bei)

past performance/behavior is the best method to predict future

behavior/success

1. Introduction & explanation of the reason for the interview

2. Career History and Current Job Responsibilities

3. Specific Events

Story Overview

Detail of the Story

Successful Story or “High Point”

Frustrating Story or “Low Point”

4. Additional Information (if appropriate)

5. Closing

BEI

STE

PS

discussion structure

Introduction Closing High Point

Low Point

High Point

Low Point

Career History & Current Job

Responsibilities

10-15 mins

5 mins

1.5 – 2 hrs 5 mins

Additional information (if needed)

http://photography.nationalgeographic.com

four specific events

Transition to the main part of the interview

Reiterate expectations Specific and Interesting event at work

Personal involvement

Recent event at within least 2 years

Specific detail

I vs. We

Did, Said, Thought, Felt

Successful story first

Time to think

Thoughts

Context

Actions

Feeling

FACT

Detail probing approach

Feeling “How did you feel when that happened?”

Actions “What did you say?”

Context “Tell me about the situation”

“What was the outcome?”

“Who was involved?”

Thinking “What was going through your mind at that point?”

“What were you thinking?”