Behavioural interviewing has been proven to result in a considerably higher rate of success in selecting The Right Choice candidate, than other more traditional methods of interviewing.
The Right Choice is the candidate who demonstrates the competence to do the work in a way that best fits with the team and the organisation.
Behavioural Interviewing -The Right Choice® Training Program
Delivers the skills of Planning & Preparing, Interviewing & Rating and Assessing & Selecting The Right Choice through the application of practical strategies developed by PRIORITY ONE TRAINING.
Pre-Program and Post-Program Questionnaires are specifically developed to ensure all program outcomes are fully achieved.
Participants have input and take responsibility for their learning.
PRIORITY ONE TRAINING expertise and experience is delivered
in a highly interactive, experential based training style - skills are practised and participants are involved in a full rehearsal of the 3 Phases of behavioural interviewing. PRIORITY ONE TRAINING worked in a consultancy role with TMP World Wide and Hudson Global
on large recruitment / leadership assessment projects over a period of 5 years using behaviour-based methodology.
Resource Development - tailored to the organisation
A PRIORITY ONE TRAINING fully tailored Behavioural Interviewer's Toolkit contains: Behavioural Interviewer's Handbook; Competency Dictionary; Behavior-based Questions Collection; Behavioural Interview Guide.
Licensing - tailored to the organisation
Behavioural Interviewing -The Right Choice® may be purchased under a licensing agreement. The Bank of Tokyo Mitsubishi have purchased a 2 year licence which includes a fully tailored Behavioural Interviewer's Toolkit.
PRIORITY ONE TRAINING Behavioural Interview Case Studies
Case Study 1. 2012 'Asking Behaviour-based Questions'
Interviewer: “Can you tell me (us) about a time when you needed to resolve a problem with a stakeholder? What was the outcome?”
What was the situation?
Candidate: I was an in-house lawyer for a company working on a construction project for a Government body. An Independent Certifier was jointly appointed by the company and the Government body to sign-off on the standards of the new structure. Whilst the structure was safe, part of it did not meet the current Construction Standards. My role was to negotiate with the Government body to obtain an exemption to comply with a certain aspect of the Construction Standards, so as to enable the . Independent Certifier to sign-off on the practical completion of the project.
What did you do?
Candidate:I met with a representative of the Government body to understand their concerns. Those concerns were safety and possible future cost to the Government body of having to upgrade that structure to meet the Construction Standards. I discussed the matter internally with the business as to how we could respond to these 2 key concerns. We then engaged an independent engineer to confirm the safety of the structure and proposed to the Government body that in the event they were required to upgrade the structure to meet the Construction Standards, provided they acted reasonably and in line with industry practice, we would carry out that upgrade at our cost.
I captured the commercial agreement in a legal variation to the construction agreement.
What was the outcome?
Candidate: The Independent Certifier signed-off that the structure had been completed in accordance with the specification and technical requirements in the construction agreement.
NEXT....The response has been completed and notes taken, what is the next step? Contact Us
"it was very good, and well paced, the last activity was extremely helpful, and more time on this would be good. but without sacrificing other parts, perhaps an additional half day would complete the benefit", "should be compulsory for all interview panel members", "although I'm not a lover of audience participation but I must say the practical sessions were very informing, as a group we asked a lot of questions which took us off into different and interesting directions", "I liked Judy's style of short, easy to remember "rules" the three that stuck with me were process for an interview plan, prepare, conduct and rate what do we want from a candidate can do=skills, how to=behaviours and want to=motivation what questions do we ask star - situation/task, action and result", "Judy did have really good sense of our environment and was able to resolve a lot of the issues discussed"
Museum Victoria
"Judy Newgreen is extremely capable and professional".
Assessment & Development Division, TMP Worldwide, December 2002.
PRIORITY ONE TRAINING was contracted by Morgan & Banks / TMP Worldwide / Hudson Global (1999-2004) to conduct behavioural interview skills training, write training materials and conduct behavioural interviews for a number of large Corporate and Government clients.
Tailored to Managers and Team Leaders
Half day program, One day program
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