The document provides guidance on conducting behavioral event interviews for competency-based assessments. It discusses selecting specific, codable examples from the past 2 years to assess competencies related to superior job performance. The behavioral event interview involves asking candidates to describe a successful and challenging work situation in detail using an introduction, story overview, and story details. Interviewers are trained to probe for feelings, actions, context, and thoughts using open-ended questions to identify evidence of competencies.

1. INTERVIEW MASTERY
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4. things a person knows how to do well
what a person knows about a particular substantive area
the image a person projects to others – person’s values what one believes is important to do
the way a person sees him/herself – the internal concept of identity
relatively enduring and stable characteristics of a person’s behavior
natural and constant thoughts and preferences in a
particular area

5. compentency
Any characteristic of a person that
differentiates levels of performance
Related to Superior performance in a job
Enable Superior Performers to Critical Behaviors

6. Introducing coding

7. coding
a scoring technique used to analyze
interview data for EVIDENCE of
behaviors
Identify what is codable and what is not codable
<if> codable, identify which competency
then identify the level of the competency

8. codable data
dialogue that contains behaviors actually
demonstrated by the interviewee
personal thoughts/feelings
at the time of the situation
Did the action/thought/feeling of the
interviewee actually occur at that time?

9. five rules of codable info
“I” instead of “We”
actually happened
specific to a situation
clearly identify evidence of a
competency
must NOT come from leading
questions

10. exam
“Usually I always try and get everyone
working together, get everyone
involved in the work. I always think
that’s important.”
“I feel as if that meeting should have gone
differently. The way things have turned
out, my idea would have worked. I think
he should have listened to me.”

11. behavioral event
interview (bei)
past performance/behavior is the best
method to predict future
behavior/success

12. BEI STEPS
1. Introduction & explanation of the reason
for the interview
2. Career History and Current Job
Responsibilities
3. Specific Events
Story Overview
Detail of the Story
 Successful Story or “High Point”
 Frustrating Story or “Low Point”
4. Additional Information (if appropriate)
5. Closing

13. discussion structure
10-15 mins
1.5 – 2 hrs
5 mins
5 mins
Introduction
Career History
& Current Job
Responsibilities
High
Point
Low
Point
High
Point
Low
Point
Additional
information
(if needed)
Closing
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14. four specific events
Transition to the main part of the
interview
Reiterate expectations






Specific and Interesting event at work
Personal involvement
Recent event at within least 2 years
Specific detail
I vs. We
Did, Said, Thought, Felt
Successful story first
Time to think

15. Feeling
FACT
Actions
Context
Thoughts
Detail probing approach

16. Feeling
“How did you feel when that happened?”
Actions
“What did you say?”
Context
“Tell me about the situation”
“What was the outcome?”
“Who was involved?”
Thinking
“What was going through your mind at that point?”
“What were you thinking?”