Five Key Elements for Effective Behavioral Interviewer Training

By Posted in - Interviewing & Recruiting on November 5th, 2013 1 Comments

Research has shown interviewer training is an important component of the structure that leads to highly effective and valid interviews. However, not all interviewer training programs are equally effective. In this blog, I would like to share what I feel are five key elements for effective behavioral interviewer training.

Key Element #1 – Content Focus On Critical Topics

There are certain topics that are critical to cover in a comprehensive interviewer training program.

Introduction to Behavioral Interviewing

Trainees should be familiar with the history and evidence that supports behavioral interviewing as well as the key tenets that underscore its effectiveness. There should be particular emphasis on how behavioral interviewing will benefit them personally as well as the organization. This is critical to properly motivate the trainees to learn new skills.

Introduction to Competencies and Competency Based Questions

Trainees should become familiar with the competency model they will be applying and understand the behaviors that both define and distinguish each competency. They should also become familiar with the questions that are designed to elicit past examples of those behaviors.

How to Gather Complete Behavioral Responses

Trainees should become familiar with the elements of a complete behavioral response as well as the techniques that are effective in eliciting complete responses.

How to Evaluate Responses and Competency Performance

There should be coverage of the criteria for how to weight each component of a behavioral response and how to arrive at a competency rating based on the pool of responses collected. There should also be coverage of common rating errors and how to avoid them.

How to Integrate Ratings Across Interviewers

Best practices for integrating ratings across raters to arrive at summary competency ratings should be covered.

Key Element #2 – Multimedia Approach to Learning

Individuals learn in different ways. For that reason, key points should be covered using a multi-media format. Key lessons can be communicated through a combination of:

  • Video
  • Narrated PowerPoint presentations
  • Workbooks and other print materials

Key Element #3 – Flexible Delivery Format for Workshops

Budget, location, and scheduling issues may argue against instructor facilitated workshops. While this option provides the greatest opportunity for interaction, well designed self-study programs delivered over the web may also be used effectively to offer a combination of delivery options.

Key Element #4 – Skill Practices With New Knowledge

In order for behavior change to occur, there needs to be ample opportunities for practice in applying new knowledge with feedback.

Key Element #5 – Relevant Context To Organization

Skill practices should utilize materials relevant to the traineeís hiring role and the talent needs of the organization. Interview guides, competency models, and exercises should be focused on the primary hiring needs of the audience in order to maximize both relevance and utility.

OMNIview has utilized these design criteria to launch new interviewer training options in support of its FitQuest interviewing solution. Check it out!

Patrick Hauenstein, Ph.D.

About Patrick Hauenstein, Ph.D.

Patrick Hauenstein is the President and Chief Science Officer for OMNIview. During his free time Pat likes to cook. He is particularly fond of traditional southern cuisine. Pat is also an animal lover ...
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