Behavioral Job Interviewing: Hire the Best Course
IDSTAF8112

Module 1: Interview Purpose and Objectives

• Identify the major purposes of the employment interview and its role in the hiring process.
• Explain the organizational costs and consequences associated with poor hiring decisions.
• Discuss the advantages and limitations of employment interviews within the federal selection process.
• Recognize the typical steps in the federal hiring process and the preparation required to conduct an effective interview.

Module 2: Behavior-Based Interviews

• Identify the key elements of a behavior-based interview and how it differs from traditional interview approaches.
• Explain how past behavior can be used to assess future job performance.
• Develop behavior-based interview questions designed to evaluate job-related competencies.
• Practice using probing and follow-up questions to obtain complete and relevant candidate responses.

Module 3: Creating a Scoring Mechanism

• Develop an interview scoring mechanism to evaluate candidate responses consistently and objectively.
• Use job analysis concepts to identify the competencies, knowledge, skills, and abilities needed for a position.
• Create rating scales and behavioral anchors that distinguish levels of candidate performance.
• Apply standardized scoring criteria to support fair and defensible hiring decisions.

Module 4: Planning, Conducting the Interview, and Assessing Candidates

• Plan and organize a structured interview using behavior-based interview techniques.
• Conduct interviews using consistent questions, effective note-taking practices, and a structured format.
• Assess candidate responses against established rating scales and job-related criteria.
• Recognize common rating errors, bias risks, and inappropriate interview practices that can affect interview validity.

Optional Module 5: Training Interviewers

• Explain the importance of interviewer training to support consistency, fairness, and merit-based hiring decisions.
• Identify best practices for preparing interviewers to use behavior-based interview techniques and scoring systems.
• Discuss strategies for improving interview reliability and reducing bias through structured interviewer training.