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Preparing for Behavioral Interviewing
Discover how to prepare strong questions to assess candidatesPreview the first lesson free — get full access to all 5 lessons.
Beginner Provider : Stanley "Chris" Lomax 5 Lessons · 15m in English, Spanish
Course Description
Unlike traditional interviews, behavioral interviews require specific, detailed sets of questions that should be prepared in advance by the interviewer. These questions help interviewers explore a candidate’s background, their competencies, and their experiences. Asking the right questions can reveal patterns in a candidate’s behaviors, which helps employers predict how a candidate would act if they joined the company. Preparing safe and legal interview questions in advance leads to a strong behavioral interview process; having a well-vetted group of candidates ready to interview will make the process even smoother. Focus your attention on the top candidates by posting compelling job listings and learning tips for resume review.
In this course, you will learn best practices for setting up a successful behavioral interview. This process starts well before you’re in the room with the candidate; writing an effective job listing will draw the strongest applicants, reviewing candidates’ resumes will help you vet the applicant pool, and designing strong, legal interview questions will reveal more about candidates’ behaviors and experiences.
What You'll Learn
- Identify the different components of an effective job listing
- Describe common techniques used in the resume review process
- Recognize the common federal laws that apply to the interview process
- Design strong, legal behavioral interview questions in advance
- Apply best practices for setting up a successful behavioral interview
Key Takeaways
- Unlike traditional interviews, behavioral interviews require specific, detailed sets of questions prepared in advance by the interviewer.
- Behavioral interview questions help explore a candidate's background, competencies, and experiences, revealing patterns that help employers predict how a candidate would act if they joined the company.
- A successful behavioral interview process starts well before meeting the candidate, beginning with writing an effective job listing and reviewing resumes to vet the applicant pool.
- Preparing safe and legal interview questions in advance leads to a strong behavioral interview process.
- Posting compelling job listings and reviewing resumes helps focus attention on the top candidates.
Frequently Asked Questions
What will I learn in this course?
You will learn best practices for setting up a successful behavioral interview, including identifying the components of an effective job listing, describing common resume review techniques, and recognizing the common federal laws that apply to the interview process.
How are behavioral interviews different from traditional interviews?
Unlike traditional interviews, behavioral interviews require specific, detailed sets of questions that should be prepared in advance by the interviewer to explore a candidate's background, competencies, and experiences.
Who is this course for?
It is designed for interviewers and employers who want to prepare and run a strong behavioral interview process, from writing job listings and reviewing resumes to designing legal interview questions.
What topics are covered in the lessons?
The lessons cover an Introduction, Writing a Job Listing, Resume Review, Legality and Ethics, and a Test Your Knowledge assessment.
What skills does this course build?
The course builds skills in questionnaire design and resume screening.
Professional Certifications and Continuing Education Units (CEUs)
HR Certification Institute® (HRCI®)
Recertification Credits: 0.5
Society for Human Resource Management (SHRM®)
Professional Development Credits (PDCs): 0.5
KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).
