Summary of High-Impact Interview Questions

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7 Overall

9 Applicability

6 Innovation

5 Style


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Selecting the right person for a job is both an art and a science. To help you improve your chances of finding the right person, author Victoria A. Hoevemeyer proposes that human resource departments and hiring managers should ask applicants explicit questions about their skills and behavior. This approach, known as "Competency-Based Behavioral Interviewing" (CBBI), provides a clear picture of what candidates actually did in their previous jobs. Hoevemeyer’s sensible idea is that if candidates succeeded at certain tasks before, they’ll repeat their success in their new jobs. She provides a very long list of detailed questions that hiring managers can use to learn the specifics of candidates’ skills and past performance. However, the book lacks proof that the CBBI process actually results in recruiting new hires who perform well and have better retention rates. Still, since Hoevemeyer’s approach clearly elicits rich information, getAbstract believes that managers and even experienced HR professionals may find her interviewing tactics useful.

In this summary, you will learn

  • What competency-based behavioral interviewing (CBBI) is;
  • How to use it;
  • Which specific questions will elicit the information you need from job seekers; and
  • How to combine CBBI with traditional interviewing techniques when you screen an applicant.
 

About the Author

Victoria A. Hoevemeyer is an independent consultant with more than 20 years’ experience helping organizations make the transition from traditional to behavior-based personnel interviewing.

 

Summary

Just Talking

Interviewing may be one of the most uncomfortable activities human resource professionals undertake. Even though poor hiring decisions have many negative ramifications, few managers receive training in interviewing techniques. "Competency-based behavioral interviewing" (CBBI) can prevent time-consuming, painful and costly mistakes.

CBBI is a structured process in which the interviewer gathers information about what the candidate did in previous positions. CBBI focuses on the achievements and talents the candidate exhibited. It eliminates much of the subjectivity that can enter the interview process and, instead, reveals whether the candidate has the requisite skills for the new position with your company.

Interview Questions: Traditional, "Unique," "What-Ifs" and Brainteasers

Traditional interview questions include:

  • "Do you enjoy working alone or with other people?"
  • "What are your strengths and weaknesses?"
  • "How would other people describe you?"

These questions are not challenging enough. Since candidates can anticipate them, they often elicit canned responses. However, both candidates and managers...


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