Behavioural Event Interviewing

Having sourced prospective candidates, either through advertising or through a search exercise, you will now interview candidates who are most closely aligned to the competencies you are looking for. You interviews are based on the competencies listed on your job spec.


We are looking for:

Ø CA, CIMA

Ø Results driven

Ø Proven Business Acumen

Ø Team-player with good interpersonal skills



The qualification is self evident. The candidate either has the qualification - or if not, has sufficient experience to take the place of a qualification.


In terms of the second competency - Results Driven. Here is an example of Behavioural Event Interviewing for a Results Driven person:-

Ø What does Results Driven mean to you?
Ø Are you Results Driven?
Ø What kind of results were you required to achieve in your previous job?
Ø How did you ensure that these results were achieved?
Ø Did you ever fail to achieve the expected results?
Ø What did you do about it?


In terms of the third competency - Proven Business Acumen. Here is an example of Behavioural Event Interviewing for a person who has Proven Business Acumen:-

Ø What does Proven Business Acumen mean?
Ø Do you have Proven Business Acumen?
Ø Give an example from your previous work history where your Proven Business Acumen contributed towards success.
Ø Did you ever fail to use what is described as ‘Proven Business Acumen’?
Ø What did you do about it?


Behavioural Event Interviewing (aka Behavioural Based Interviewing) explores the individual’s previous BEHAVIOUR, and follows the following pattern:-

- The candidate’s understanding of the competency
- Whether the candidate believes he/she has the particular competency
- Previous behaviour displaying the competency
- A negative situation where the competency was not utilised or failed
- What the candidate did about it

What is a competency?

Recruitment has to be based on a person’s innate ability and potential in terms of competencies.

So what is a competency? A competency is defined as the innate ability to do something. A competency may be personal, managerial, clerical or practical. A competency is the result of experience or formal training. Examples of what we mean by competencies are listed in the following table:-


Personal: Motivated; Tenacious; Ambitious; Conceptual; Cross-Culturally sensitive

Management: Leadership Ability; Business Sense; Results Oriented; Organised; Quality Driven

Clerical: Computer Literate; Accurate; Alpha Numeric; Systematic; Inquisitive

Practical: Qualification; Language; Physical; Technical; Available (time and location availability)

The Job Spec

The most important part of the whole recruitment process is the job spec. It is vital that the job spec clarifies not only the requirements of the job, but the competencies required to be able to do the job. It is also important to know what other factors can influence the job and therefore, what criteria will govern the client’s final selection. If the job spec is not clear to both you and the client, and if you omit any details, you can end up spending a huge amount of time on recruiting candidates that are not suitable. This is the main reason why some recruitment consultants simply do not make it in the industry – they end up wasting more money than they make.

Taking the Order
The details required are listed below. It is important to note that these details are always outlined on a standard Job Sec Form . No recruitment consultancy operates without one.

Customer Details
- Name of Company;
- Type of Business (Manufacturing, Distribution);
- Product/Service;
- Staff complement;
- Physical and Postal addresses;
- Contact Details – phone, fax, e-mail, website;
- name of person responsible for the recruitment of this position;
- an alternative contact – name and position;
- who the account should be addressed to;
- reporting structure above and below the position;
- working environment; hours; days; transport; parking;
- canteen facilities; facilities for disabled; other general.