Type in the key words “How to win Behavioural Interviews” or any form of this question into Google and see what you get. I just did and I had over 827,000 related topics listed in Google. Topics like, “How to Win the Behavioural Interview” or “How to prepare for the Behavioural Interview” or “How to ACE the interview”, or “Top 10 questions in your Behavioural Interview” and the list goes on with links to winning your next interview.
For candidates reading this article, this is great news. There are companies out in the marketplace today thriving and growing because they are providing a service to help candidates “win the interview” by preparing for a hiring teams Behavioural Interview questions.
For hiring teams, alarm bells should be ringing. This news should be telling every hiring team member that candidates are now preparing hours in advance on how to answer your top ten behavioural interview questions so they can win the interview.
So what is a hiring team to do? How do interviewing teams battle this problem of prepared candidates?
The whitepaper “Simulation Exercises – the missing link in the interview process” will show your team how to get away from the trap of thinking the team is getting inside the heads of candidates (in an interview setting) when in reality the candidates are slanting their answers and preparing hours in advance to provide your team with the answers you want to hear.
Simulation exercises are starting to gain in popularity with hiring teams around the world. Simulation exercises are also known as Simulation Sales Assessments, Job Simulation, In-Tray Exercises and Hiring Simulations and they work. A major area within organizations that are moving towards this type of assessments is the sales department. Sales candidates need to be assessed much more vigorously and a behavioural interview will only tell your hiring team part of the story.
The article “Simulation Exercises – the missing link” will help you and your team be better prepared to see past the interview skills and into a candidates true ability to provide the on the job results teams are looking for in quality candidates. Contact us to get your copy of the whitepaper today!Behavioural Interview – Do candidates have the upper hand in an interview?