We use the concept of behavioural interviewing as the basis of our recruitment method; research by Clive Fletcher at the University of London has shown this method to be second only to assessment centres in selecting the ‘right’ candidate for the job.We develop attendees on the course to ask questions about a candidate’s behaviour in the past and this will give us a strong indication as to how that candidate will behave in the future given similar circumstances. So, if we start by defining the behaviours which are necessary for a given job to be carried out to the standard required then we can assess each candidate against those behaviours. It is an objective method, but we do not lose sight of the importance of “gut feel” in this process.
Phase 1 of the programme is involved with providing the course participants with the skills of analysing the requirements of the job, analysing what type of person is required and designing and practicing the behavioural questioning techniques.
Phase 2 consists of practise interviews, with each course attendee carrying out a real play interview. The interview is filmed and then played back so that in-depth feedback can be given. We prefer course participants to have 2 ‘real play’ interviews as our experience has shown that a lot of learning occurs during the feedback session which means a large jump in performance is obtained if individuals have another go.
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