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Expectations of a Behavioral Mock Interview

Expectations of a Behavioral Mock Interview. Part I Presented by Ja Rita Johnson Regetta Nobles. OBJECTIVE. The objective of this workshop is to learn what to expect and how to respond to behavioral interview questions, by equipping yourself through the mock interview process.

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Expectations of a Behavioral Mock Interview

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  1. Expectations of a Behavioral Mock Interview Part I Presented by Ja Rita Johnson Regetta Nobles

  2. OBJECTIVE The objective of this workshop is to learn what to expect and how to respond to behavioral interview questions, by equipping yourself through the mock interview process.

  3. What are Behavioral Interviews • They are based on the “Behavioral Consistency Principle” which states that past behavior and performance predict future behavior and performance • They focus on experiences and competencies that are related to the position you are interviewing for • They include work experience, activities, hobbies, volunteer work or school projects as examples of past behavior

  4. Purpose of a Behavioral Interview • To see if you demonstrate the necessary competencies • To assess your potential to perform effectively in the position • To see if you are a good fit for the job • To assess how your previous experience fits the position • TO PROMOTE YOURSELF!!

  5. Benefits of a Behavioral Mock Interview • They increase consistency • They focus on actions, behavior and outcomes • They are an assessment of competencies • They increase structure • They enable a good match between job and candidate. • They are orchestrated the same as the actual interview

  6. - CONT - • They increase potential for hiring the right person • They decrease bias • They give you the practice you need to participate in Behavioral Interviews • They allow you TO PROMOTE YOURSELF!!

  7. Behavioral vs. Typical Interviews • Typical Interviews • Answers may be unstructured and inconsistent across interviewees • Questions may hint the answer by the way it is phrased • Behavioral Interviews • Use questions that seek demonstrated examples of behavior from your past experience and concentrate on job related competencies.

  8. What is Evaluated and How? What? • Experience, knowledge, skills or abilities specific to Management/Leadership Competencies • Experience in knowledge, skills or abilities needed to accomplish business results or outcomes such as leading change, leading people, employee satisfaction, EEO, etc.

  9. - CONT - How? • A scale is used that may or may not include numbers to indicate the presence of the competency. This is determined by: - Behavioral examples of how you demonstrated the competencies relevant to the position - How well your competencies match with those needed for the position

  10. Time to Prepare • Obtain a copy of the position description (PD) and competencies from the job http://apps2.dss.swro.swr.irs.gov/spds/spds.exe?cmd=active • Review your work history, list the history that applies to the position • Compare the PD and your list to identify how your past experience and the competencies for the position relate

  11. - CONT - • From each match from the previous bullet, list a minimum of three situations in which you have taken actions that demonstrate the competency. • As you think of these situations analyze; - Who was involved? - What did you do? - What problems did you encounter? - When and where did it occur? - Why was it important? How did you handle it? -What was the outcome of your actions?

  12. Answering the Questions • Describe the task, action and outcome in your answers • Ensure your answers show impact • Turn negatives into positives • Make sure your examples demonstrate you are the best candidate for the job • Be specific with your answers and be prepared to discuss past mistakes and what you learned from them. • Interview someone who currently holds the position prior to the interview

  13. Models to Use There are several different Models to use when answering interview questions. SAR S-Situation (this is what was going on) A-Action (What did you do? How? Why?) Results (Outcome)

  14. - CONT - SHARE S-Situation (this is what was going on) H-Hindrance (problems/issues encountered) A-Actions (What did you do? How? Why?) R-Results (Outcome) E-Evaluate (What did you learn?)

  15. - CONT - C-CAR C-Context (Your position in the situation) C-Challenge (What were you striving for?) A-Action (What did you do? How? Why?) R-Results (Outcome)

  16. Types of Questions to Expect • Describe a time when you had to communicate unfavorable news to your Manager • Tell me about a time when you developed a briefing or presentation and presented it to a group • Tell me about a time when you had to stand up for a decision you made even though it made you unpopular

  17. - CONT - • Describe a time when you participated on a team that had a successful outcome. • Describe a time when you had to complete multiple tasks. What method did you use to manage your time? • Describe a situation when you demonstrated an effective customer service

  18. TIPS • Your response as well as the questions could apply to more than one competency • Take your time responding to the question and be sure to use one of the models • Be specific and stay focused • Know all you can about the area • Have an example for each competency • PROMOTE YOURSELF!!!

  19. QUESTIONS?

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