Critical Behavior Interviewing (CBI) Strategies for ...（关键行为面试(CBI)策略u2026u2026）.pdfVIP

Critical Behavior Interviewing (CBI) Strategies for Candidates Recruiters by Gary L. Melling, adapted from an article by Katharine Hansen. Behavioral interviewing is a relatively new mode of job interviewing. Employers such as ATT and Accenture (the former Andersen Consulting) have been using behavioral interviewing for about 15 years now, and because increasing numbers of employers are using behavior-based methods to screen job candidates, understanding how to excel in this interview environment is becoming a crucial job-hunting and interviewing skill. The premise behind behavioral interviewing is that the most accurate predictor of future performance is past performance in similar situations. Behavioral interviewing, in fact, is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive. Note: Gary L. Melling, a former Executive at Andersen Consulting and a Certified Critical Behavior Interviewer can show you how to use this interviewing technique to identify better candidates faster, lower the Cost of Hiring and Increase Retention. Trained by the same organization that trains the Federal Bureau of Investigation (FBI), Gary has a wealth of experience in coaching organizations use CBI in conjunction with other Competency-based systems. For more information on how you can significantly reduce your hiring and attrition costs through the use of Critical Behavior Interviews contact Gary directly at: gary.melling@ Behavioral-based interviewing is touted as providing a more objective set of facts to make employment decisions than other interviewing methods. Traditional interview questions ask you general questions such as “Tell me about yourself.” The process of behavioral interviewing is much more probing and works very differently. In a traditional job-interview, you can usually get away with telling the interviewer what he or