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A to Z Behavioural Job Interview Course I Certification I Training

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What will you learn from this course?

What hiring managers are seeking behind those behavioral interview questions?

How to respond to questions about leadership principles and behavior in a job interview?

What traits are necessary to advance professionally?

What is a Behavioural interview?

Employers utilize the behavioral-based interviewing technique to assess candidates' prior behavior in various contexts in order to forecast their performance going forward. Success can be predicted more accurately using a candidate's prior experiences than it can use conjecture. Finding out how the interviewee behaved in particular employment-related scenarios is the basis of behavioral-based interviewing. According to the logic past behavior predicts future performance, or how you will act in the future based on how you have previously behaved. A technique called behavioral interviewing evaluates a candidate's potential to satisfy the job requirements based on their prior experience. The methodology is predicated on the notion that the best predictor of future performance is past performance. Therefore, if you recruit a candidate, you can forecast how they will perform based on how they have used their skills in the past.

You want the candidate to share a story during the behavioral interviewing process that demonstrates their capacity to carry out crucial job duties and succeed in the role.

 Employers looking to hire applicants to use the behavioral-based interviewing method, which involves asking them open-ended questions about real-world scenarios they have faced in the past. Depending on their responses, they then dig for more in-depth and complete answers. Better hiring decisions are made as a result, which lowers costs.

 

What is the difference between behavioral and traditional interviews?

Traditional interview questions aim to learn basic background information, whereas behavioral interview questions concentrate on the candidate's prior experiences. In a conventional interview, for instance, you would ask, "What are some of your strengths?" Or even something as general as "Tell me about yourself," or "Why should we hire you?"

Traditional interviewing is perfectly acceptable, although it can be more subjective than behavioral interviewing. Candidates are required to reflect on their experiences and provide specific instances of how they have handled challenging circumstances while responding to behavioral questions. Candidates are given more leeway to be innovative in their responses to conventional questions.

Behavioral interviews concentrate on a candidate's past experiences to evaluate how they have handled and applied abilities necessary for the job. Your interviewer will concentrate on actual "How did you handle ___?" queries rather than hypothetical "How would you handle ___?" inquiries.

A sequence of questions with typically simple responses, such as "What are your strengths and weaknesses? " or "How do you handle a difficulty," will be asked of you in a traditional interview.

An employer will ask questions during a behavioral interview to determine whether an applicant possesses the talents they are looking for. They will inquire as to how you actually behaved as opposed to how you would conduct yourself.

What are the benefits of behavioral Interviews?

A candidate's likelihood of fitting in is more accurately predicted via behavioral-based interviews. In behavioral-based interviews, as opposed to traditional approaches, candidates are asked questions based on actual experiences rather than hypothetical circumstances.

This technique asks candidates how they would respond to a hypothetical circumstance while using skill-based questions as their guide. The company can evaluate the employee's skills more effectively and impartially based on their response. In a conventional interview, the applicant is given a direct question about his or her strengths and may utilize it to mislead the company.

Gives the candidate a chance to think about their actions

A candidate may be able to reflect on how they behaved in a previous job or role by answering behavioral interview questions. The candidate can use this time to think back on past events and consider how they would react if the same situation arose in their new job in the future. You can use that time to observe how they're behaving, such as whether they seem anxious or uncertain or if they're taking a long time to respond. You can use this to gauge how well they react under pressure and how quickly they might solve problems at work.

Offers questions that can be customized based on the candidate

Behavioral interview questions might be tailored to your business or the individual you're interviewing. You can tailor your question to fit with the company's operations or culture if you want to find out how a candidate responded to a circumstance where a client or customer was dissatisfied with their service. Ask them how they play to their strengths to increase sales, for instance if your business sells shoes. This can make it easier for you to assess how well their personality matches your business and how well they would get along with other employees.

Who should take this course?

Anyone getting ready for a job interview.

Any professional looking to improve their leadership abilities

Any hiring manager that looks for how to conduct an efficient job interview

 

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Course Syllabus

Getting Started 11 lectures 17 mins
Introduction Preview 01:42
Welcome guide document 10 Pages
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2 Some title goes here 07:42
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