Danielle Scotti, marketing and social media director for Pittsburgh-based Select International, a global hiring solutions firm, recommended that human resources narrow their focus to candidates’ past behavior when the candidate is in the interview process.
But where does one begin? That’s where “bar” comes into play. For this portion of the interview, Ms. Scotti recommended interviewers structure their questions around background, or the action in which the candidate displayed the behavior; action, or what the candidate actually said or did; and results, or the ultimate outcome of the situation.
To garner the most information possible about candidates’ past behavior, Ms. Scotti said “you need to make sure that the potential candidate is giving you all three pieces of information and, if they aren’t, you’ll need to ask probing questions to get that info.”
“Whether it is interpersonal style, safety on the job, problem-solving ability or any other behavior, finding out what a candidate’s pattern of behavior has been in the past will provide a good indicator of the type of future behavior to expect,” wrote Ms. Scotti.
More Articles on Hospitals and Hiring:
75% of Healthcare Providers Report Hiring New IT Talent
4 Hiring Tips to Support Lean Cultures in Hospitals
Orlando Health to Implement Tobacco-Free Hiring
At Becker's 4th Annual CEO + CFO Roundtable, taking place November 2–5 in Chicago, more than 1,500 hospital and health system executives tackle decisions that determine whether organizations thrive or merely survive: protecting margins under cost pressure, choosing where to grow, renegotiating payer relationships, stabilizing the workforce and proving real ROI on technology. This is where leaders work through them together, face-to-face. Apply for complimentary registration now.
