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Interviewer's Guide

 

W.H. Gurley Associates recommends the use of behavioral interviewing to assess a candidate. This type of interview, which is based on the premise that past behaviors are an excellent predictor of future performance, complements other evaluation methods such as résumé reviews and reference checks.

To prepare for a behavioral interview, define the competencies that an ideal candidate will possess in the following categories:

  • Content-based competencies specific to position accountabilities;
  • Functional or transferable capabilities necessary to achieve results, such as communication, negotiation, problem solving, team building, decision making, and leadership skills, that are not specific to the work environment;
  • Adaptive or self-management skills, or those personal characteristics such as resilience, flexibility, dependability, and enthusiasm, which enable a person to excel in various scenarios.

Next, develop a series of questions that will enable you to determine if the candidate has these competencies. Using the behavioral interviewing method, these questions may take the form of:

  • Give me an example of how you have...
  • Tell me about a situation where you...
  • Describe a time when you...

Responses will reveal how a candidate faces on-the-job challenges as well as the strength of his or her unique combination of content-based, functional, and adaptive competencies.

For additional guidance in defining competencies and structuring an interview, please contact Herschel, George or Joel.

 

 

 

"Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity." --General George Patton

 

 

 

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