I often hear leaders from all types of organizations ask questions about hiring the right person. Their questions usually sound like these:

• What if their resume looks great but they have a bad attitude?
• What if they put on a good act and then don’t work hard?
• How can I tell how they will perform after I hire them?

A great way to answer these questions starts with a well-defined interview process. I have heard the procedure called many things. I first learned it as the Behavioral Event interview process. [Read more…]