Behavioural Interviews-500% More Effective Than Traditional Methods
Speaker: Bob Verchota
Speaker Designation: President and Owner of RPVerchota & Associates
Speaker: Bob Verchota
Speaker Designation: President and Owner of RPVerchota & Associates
Making erroneous hiring decisions regardless of a person's expertise is detrimental. Traditional interviews can only predict future achievements by about 10%. When an unfit employee is hired, optimal performance and engagement become unlikely, often leading to their departure. This results in costly recruitment and talent loss, with expenses ranging from 50% to 100% of an individual's salary.
New employees quickly evaluate their decision, with 70% deciding to stay or leave within the first six months. Poor fit leads to low engagement and swift turnover, necessitating aftermath management. Solutions involve strategies that identify suitable talent and compatibility in skills, personality, culture, and social aspects.
Understanding job prerequisites and key skills, and aligning them with organizational values, is vital. Behavioral-Based Interviewing accurately assesses candidates' capabilities, relying on their past actions. Rectifying candidate evaluation errors and developing a well-planned hiring process further enhance decision-making.
Behavioral-based interviewing is a critical part of building a successful team of employees. With this webinar, companies will have tools to improve their new-hire processes. You will gain unparalleled insights into the revolutionary approach of behavioral interviewing, a technique proven to be five times more impactful than conventional methods.
Participants will receive 43 Behavioral Based Interview Questions. Acceptable and Unacceptable Inquires chart. Competencies for Job Descriptions and Interviewing. Behavior-Based Questions (338) organized by Key Performance Areas.
By participating in this webinar, you will:
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues.
Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.
