Lunch & Learn
Behavioural Interviews and Assessments: Tips and Strategies
What to expect
In this webinar, we explore the essential principles of designing behavioural interviews and assessments. Moreover, we introduce the FORCES (Focus, Observe, Record, Classify, Evaluate, Share) model, a valuable framework for assessors and interviewers to enhance their effectiveness.
Key Takeaways
When crafting behavioural interviews, focus on selecting 3-5 key competencies. Develop behavioural questions structured around situations, such as "Tell me about a time when you...". While STAR questions (Situation, Task, Action, Result) are widely used to delve deeper, we highly recommend incorporating CEQ (Contrary Evidence Questions) to enhance the accuracy of gathered evidence. CEQ can be designed to assess opposites and weaknesses, further enriching the interview process.
When designing an assessment center, it is crucial to create an environment that closely replicates the actual work setting. This approach ensures that the competencies are measured within a relevant context, thereby enhancing the reliability of the results. For graduates, it is advisable to include activities that enable the assessment of both diverging and converging thinking skills, particularly in relation to problem-solving and finding solutions. By incorporating such activities, the assessment center can effectively gauge the candidates' abilities and potential for success in the real work environment.
The FORCES model enhances the reliability of assessments and interviews by encouraging assessors and interviewers to follow a systematic approach. It emphasises the importance of Focus, Observe, Record, Classify, Evaluate, and Share. By prioritising observation of concrete facts before permitting interpretations, the model effectively mitigates the influence of prevalent biases. This ensures more objective and dependable outcomes in the assessment process.
