Before we get to the details of conducting the actual interview, it’s important to review the preparation you need to have done to this point. Without having worked through Can and Trust, you won’t have properly filtered the initial candidate pool down to those whom it is worth your time (and theirs) to interview, and the interview will be ineffective because you won’t be interviewing the candidates most likely to succeed in your company. Interviewing people from a correctly refined candidate pool is crucial for a successful behavioral interview. In addition, without having clearly delineated what behavioral characteristics correlate to Success, Failure–Coachable, and Failure–Noncoachable, you won’t be able to construct ...
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