Master behavioral interviewing techniques to select the best candidates
What you'll be able to do
•Write behavioral questions that ask candidates to describe real past situations rather than hypotheticals
•Use a structured method such as situation-task-action-result to keep answers concrete and comparable
•Probe past a rehearsed answer to find out what the candidate actually did
•Score candidates against defined criteria to reduce the pull of gut feel and bias
•Run a consistent process so different candidates are evaluated on the same basis
Who it's for
Hiring managers who want to make better selection decisions, and anyone who conducts interviews without formal training. Useful for teams trying to bring consistency and fairness to how they hire.
What changes on the job
•Interviews surface what candidates have actually done instead of how well they pitch themselves
•Hiring decisions rest on comparable evidence rather than a first impression
•The interview process becomes consistent enough to defend and to improve
Bring this course to your team
See how Thrive delivers enterprise-quality development for SMBs.
No. It is written for any manager who interviews candidates. HR partners will find it useful too, but the primary audience is hiring managers making selection decisions.
How long is the course?
About 20 minutes, self-paced, included with a Thrive membership as part of the leadership track.
Will this help reduce bias in hiring?
A structured, criteria-based approach reduces the influence of gut feel and first impressions, which is one contributor to bias. The course focuses on that structure rather than making broad claims about outcomes.