Behavioural interviewing: taking the guesswork out of recruitment shows how to conduct an effective interview. It shows that past behaviour is the key to predicting future performance. Rather than using intuition (I'll know them when I see them), an interviewer can use the questioning techniques demonstrated to retrieve relevant information based on their past experiences.

A candidate's qualifications, experiences, posts they've held, level of responsibilities taken are all important details that you need to know. But the unanswered question is 'how will they actually perform in the precise job you're advertising?'

Because behavioural interviewing is a technique that is so important, so effective and always successful that it needs to be used consciously and systematically in every selection interview.

This new programme covers the following five stages of behavioural interviewing technique:

• Draw up a behavioural profile
• Focus on critical incidents
• Hide your hand
• Take your time
• Make a list of key qualities

Behavioural interviewing will also show the importance of conducting a thorough review of the job requirements, drawing up a list of interview questions, getting behavioural examples in the interview, and then rating the interviewee's skills against the job specification.

The benefits

• Suitable for managers, supervisors and personnel specialists
• Introduces the proven system of' Behavioural Interviewing'
• Realistic interview scenarios put the message in context

DVD extras
As well as the main programme, which is chapterised for ease of use, the DVD version of Behavioural interviewing includes the following additional learning material;

• Getting started
  How to get from broad introductory questions towards more specific 'behaviour' based questions.
• Looking for evidence
  How to avoid the danger of misinterpreting evidence from a single incident, recognising 'danger words' and watching out for openings.
• Detective work Using silence to your advantage, spotting when a candidate is being evasive and the importance of what people leave out as well as what they say.
• General points Spotting patterns in responses, concentrate on recent experience, judge younger candidates leniently and ignore irrelevant weakness.