Client Results
A pharmaceutical sales force had been successfully using a behavioral-event interview process to hire new staff. Even so, the company had two objectives: to reduce annual turnover to less than 10% and to increase new hire productivity.
Behavioral Event Interview
Behavioral Event Interviewing
The number one reason your new hire will not be successful is that he or she is not a good match to your environment, team and work assignment. By using behavioral event interviewing, you can quickly learn whether candidates have the potential to meet the requirements of the job, whether they have proven success in prior positions, and whether they are a good match to your environment.
Behavioral event interview questions are based on typical work situations. Each question sets the stage by describing a particular situation and asking how the candidate responded. In answering the behavioral event interview question, the candidate describes the situation and circumstances, what he or she did, and the outcome that was achieved through the challenge. ECI's Structured Interview Process includes evaluation sheets to help hiring managers understand how to drill into a candidate's response in order to determine the candidate's level of capability.
EECI provides you with a Structured Interview Process packed full of job-related, proven questions to use during a behavior event interview. Each question is carefully crafted to target the presence or absence of essential skills you should explore in the interview process.
ECI’s Structured Interview Guide© includes:- An outline of the High Performance Footprint factors for success for the particular roles you wish to fill
- Multi-staged interview process used to explore match of the selection criteria to your candidate
- Targeted questions to identify the presence or absence of the High Performance Footprint behaviors required for success in the role you are filling
- Additional questions to explore the match of the individual to your organization's culture and style
- Behaviorally-anchored rating scales to assess the merits of the candidates, as they compare one to another, against the selection criteria for the position
- Step-by-step instructions for hiring managers to maximize the effectiveness of the selection process
