I was invited on April 30th to give a 1-hour talk on photography to staff at Sunrise Berhad. 75 people turned up, and the picture posted is that of a lone participant taking his seat long before the others made their way into the lecture hall. For me, it was all fun presenting a subject I love. I hope the audience found it fun too.
CBBI – that’s the short name for Competency-Based Behavioral Interviewing. What’s the difference between CBBI and normal interviewing? Perhaps the following example will give you an idea.
Interviewer: “I think I mentioned earlier that this is a high stress position. How do you manage stress?”
Job applicant: “My last two positions were high stress. I actually work better under stress. Through experience, I’ve learned how to make stress work for me rather than against me. I think two of the most effective stress management techniques are…..”
What did the interviewer learn?
Nothing much, other than the person knows a few stress management techniques. Whether this person actually uses them or not is up for debate.
What is stressful to this candidate? Your guess is as good as mine.
In a CBBI interview, this would be the question asked:
“Tell me about a time you had to perform a task or project under a lot of stress”
Now you are going to find out how the candidate actually handles stress in a real-life situation and what he/she considers stressful!
Past behavior is the best predicator of current or future behavior.
We had a loads of interaction in this Leading & Managing your Sales Team program held in April 2008. This was a class that worked hard to network with each other and we will soon be meeting again – probably at a teh tarik stall!
Randolph * Training 