High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job

by Victoria A. Hoevemeyer

High-Impact Interview Questions introduces readers to the ultimate strategy for hiring the right person, every time - behavior-based interviewing. By asking applicants to tell me about a time... employers can better determine whether individuals possess the skills required for the job. By developing and using behavior-based interview questions that ask applicants to describe specific situations from their own experience, organisations can save both time and money by hiring the right person faster and seriously decrease employee turnover. But developing such questions can be time consuming and difficult. The book helps readers measure for the exact skills they're looking for, giving them tons of questions to use or adapt for their own purposes.

Genres: Business, Management, Nonfiction, Recruitment, Historical Romance, Professional Development, Leadership

172 pages, ebook

First published September 26, 2005

Reviews

[V · Rating 4 out of 5]

A great manual for everyone who conducts interviews and wants to make them more structured and valuable

[Pete · Rating 4 out of 5]

The premise of the book is that you need to ask candidates about their actual experiences to actually validate their claimed skills. The book is a solid reference for preparing questions for an interview. A keeper.

[Mark · Rating 5 out of 5]

Extremely helpful if you want to embrace an alternative model for interviewing and hiring.

[Dana · Rating 2 out of 5]

I would say that 99.9% of this book is for the HR department and not the individual looking for answers on how to answer high-impact interview questions. I thought it would be interesting to listen to why these questions are asked and what answers the HR department want to hear. I did get some insight into the questions. However, this book is mainly geared toward the right and wrong questions to ask interviewees.

[Paula · Rating 3 out of 5]

This book seemed ok. Had some forms on how to evaluate job candidates during a phone screen or in-person interview so basically includes forms on how to rate candidates based on technical skills and competencies. The author calls this style of questions Competency-based Behavioural Interviewing (CBBI).

[Krishna]

NA

[Andrea · Rating 5 out of 5]

Repetitive but informing

I found myself skipping sentences because she was repeating what has already been said (seriously a pet peeve of mine; unsure if the perspective was to repeat repeat and maybe it will sink in). Otherwise, helpful for me as my department looks to change our interview questions and style.

[Rory · Rating 3 out of 5]

It's ok. How much you get from it will depend on your age, industry and job experience.

[Wanda · Rating 3 out of 5]

This book does a great job of covering behavioral style interview questions. It started to get in to toward the end of how different questions are asked based on the type of job you are applying for. If you interact more with people you are more likely to be asked a behavioral question than if you are applying for a technical job.

[Liam Malone · Rating 3 out of 5]

Useful book for any one conducting interviews. More geared towards interviews conducted by hiring managers than by HR recruiters. Still it is one of 1,000s on this topic and everyone might not find it suitable. It tries to get you to measure the candidates answers.

[Nikolay · Rating 3 out of 5]

The questions weren't very useful, because most of them were too general and management-y, but the theory behind competency-based behavioral interviewing was worth reading the book.

[Wael]

good

[Aasim Waheed · Rating 3 out of 5]

An okay book to browse once, and then refer to every time you are about to interview someone for a job

[Rosie Becker · Rating 5 out of 5]

Excellent

It is easy to use, to the point and effective. What more could you want? I would definitely recommend this book.

[Tran Dien · Rating 4 out of 5]

A good book dig deeper in Behavior Interview Questions. I highly suggest both interviewer and interviewee should read it.