Deploy the power of performance descriptions to accelerate revenue and return

1 Performance Screening

Get the full power of Behavioral Interviewing working for you. Online video, audio, or text interviews remove interviewer bias and boost decision accuracy by removing the interviewer. Secure your place in line for calibrating the power of machine-scored BI answers using ExemplarSet™ analytics.

 2 Technical Screening

Technically savvy hiring managers do a great job of picking out those who know their stuff in a 30 minute technical screening interview. But why spend their time on that when they could be boosting top or bottom line revenue? Good question. There is a better way.

3 Decision Making

After honing the qualified contenders down to finalists online, now deploy behavioral interviewing best practices in person to finalize offer decisions that are timely and accurate. We offer personalized Behavioral Interview Guides, BI skills micro-courses, and MasterTrainer™ coaching and certification.

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1 Performance Screening

Behavioral Interviewing Online (BIO) can collect performance descriptions via text, audio, or video. Now it’s possible to interview more candidates, located anywhere in the world, at a fraction of the cost. Best Practice behavioral interviews begin with GoldStandard™ behavior description questions approved by the author who published the first research and the book that popularized behavioral interviewing back in the 1980s- Dr. Tom Janz. Added features include: 1 Automated Answer Confirmation, and 2 Online Answer Coaching.
1 Automated Answer Confirmation.BIO invites candidates to make their answer more compelling by having it auto-confirmed by a credible third party. BIO asks candidates to enter the name, position, and email for the contact best positioned to provide a credible second perspective. BIO collects the candidate’s permission to query the contact at anytime or only once an offer has been extended. The contact receives an email generated by BIO but coming from the candidate, requesting assistance with confirming a behavioral achievement for “an internal or external” opportunity. The contact is asked for ‘one click’ to confirm the candidate’s key result description, compared to others. Historically, reply rates average in the 40% range. Then BIO asks the contact to provide a brief description of how the Key Result was achieved. Over 80% of contacts that reply with the key result click also provide an independent performance description.
2 Automated Answer Coaching. After collecting the key result and a possible confirmation contact, BIO asks candidates to describe in detail what they did to earn the claimed performance achievement. BIO provides probing questions specific to each performance topic. Then BIO scans the draft answer and gives a round of automated coaching on: answer length (if the answer is short) | use future or conditional tense verbs (will, could, should, would, try to, etc.) | references to others actions (we, they, us, them, etc.). The coaching suggests the candidate’s answer may be non-behavioral, citing the specific words and providing the opportunity to strengthen the answer by focusing in on their specific past performance details.

2 Technical Screening

For technical jobs, quickly generate behavioral questions that focus on specialized technical achievements and eliminate costly screening interviews.
BIO offers a wizard to guide client job experts through creating Technical/Functional Achievement questions as detailed and specific as clients find valuable. We are experts at behavioral interviewing, but not at every technical specialty clients need to have new hires hit the ground running as quickly as possible. Hiring managers can assess technical skill in phone screening interviews, but their time is better spent creating and maintaining the technology that keeps clients happy and the company working.