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"The task of the interviewer remains the same: to guide rather than to motivate.  The subject paddles, the interviewer steers."

-Peter Gzowski

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5 Minute Lesson In Behavioral Interviewing

The premise of behavioral interviewing is that past behavior can predict future behavior.  This approach requires, the interviewer to explore a candidate's “soft”, non-technical skills like the ability to effectively communicate, act as part of a team and to solve problems, to name a few.

In order to get information about a candidate's soft skills, try the following:

  • Ask questions about past behaviors.
  • Ask for a specific example that would show that particular skill being used in a real situation.
  • Give the person time to think and respond.

In order to assess a candidate's responses, the following ratings can be used:

5-Very strong evidence skill is present
4-Strong evidence skill is present
3-Some evidence skill is present
2-Strong evidence skill is not present
1-Very strong evidence skill is present

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Soft Skills

The list below highlights some of the more universally desirable “soft skills.”   Along with an explanation of each skill, are 3 questions that the interviewer may ask the candidate in order to learn about their skill proficiency.

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