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High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job Paperback – September 26, 2005


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High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job + 96 Great Interview Questions to Ask Before You Hire + Hiring for Attitude: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude
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Product Details

  • Paperback: 192 pages
  • Publisher: AMACOM; 1 edition (September 26, 2005)
  • Language: English
  • ISBN-10: 0814473016
  • ISBN-13: 978-0814473016
  • Product Dimensions: 0.5 x 6 x 9 inches
  • Shipping Weight: 10.4 ounces (View shipping rates and policies)
  • Average Customer Review: 4.1 out of 5 stars  See all reviews (19 customer reviews)
  • Amazon Best Sellers Rank: #63,821 in Books (See Top 100 in Books)

Editorial Reviews

Amazon.com Review

Like many of the offerings from Amacom, the publishing arm of the American Management Association, High-Impact Interview Questions: 701 Behavior-based Questions to Find the Right Person for Every Job has a no-nonsense, practical bent. Focused on both the art and the science of effective job interviews, it's clearly intended as a manual for everyday use by hiring managers and human-resource professionals across a wide range of organizations. Author Victoria Hoevemeyer has worked for over 20 years in organizational development and leadership coaching from her home base of Illinois, and her expertise shows through in the direct, straightforward tone suffusing this book.

If the interactions between job seekers and job interviewers can resemble a cat-and-mouse game, with each group trying to outwit and to stay one step ahead of the other, High-Impact Interview Questions serves as recruiters' foil to the books popular with candidates, such as How Would You Move Mt. Fuji? and Best Answers to the 201 Most Frequently Asked Interview Questions . It opens by describing three different kinds of questions which dominate most modern job interviews: conventional questions ("What are your greatest strengths and weaknesses?"), situational questions ("How would you handle a crisis in which your boss asked you to do something that you considered unethical?"), and brainteaser questions ("Why are manhole covers round?"), and analyzes the shortcomings of each approach. These techniques for sorting good job candidates from bad are fundamentally flawed, according to Hoevemeyer, because they are far too predictable and artificial, and don't illuminate the qualities that actually make a difference to new employees' success.

Instead, Hoevemeyer advances a philosophy which she terms "Competency-Based Behavioral Interviewing" (CBBI). Her basic premise is that past performance is the best predictor of future performance, and that the more recent a particular behavior, the stronger of a predictor it will be. If you accept those assumptions, then much of what follows in the book's explanations of CBBI are highly logical.

The most valuable part of High-Impact Interview Questions is its extensive catalog of sample interview questions, grouped according to the underlying quality which they're meant to uncover. After introducing CBBI and showing how it ties specific and precise interview questions back to the functional competencies job seekers will need in a particular position, the book provides a very handy guide to sample questions which any interviewer can use. Interested in a candidate's decision-making ability? Try "Describe a time you had to make a quick decision with incomplete information?" How about attention to detail? For that, the book prescribes queries like, "Tell me about a time when you caught an error that others had missed."

Esoteric philosophical tome, this isn't. But for those job interviewers who believe in competency-based questions and want an efficient guide to learning about interviewees' true potential, this book is a worthwhile read. --Peter Han

Review

“... a good book to look over when preparing for interviews or to stimulate your thinking.”

-Career Opportunities News



"An excellent resource." --Los Angeles Times, nationally syndicated columnist Mark Goulston


More About the Author

Vicki Hoevemeyer has extensive organizational development and management/leadership development experience, having worked as both an internal and external consultant. She has a Bachelor's Degree in Social Work from Western Michigan University, and a Master's degree in Organizational Behavior and Development from Eastern Michigan University.

She has provided organizational development interventions and learning and development programs for service, transportation, retail, healthcare, education, building materials, non-profit, and light and heavy manufacturing organizations in California, Arizona, Colorado, Michigan, and Illinois.

Her organizational development experience includes team building, on-boarding processes, competency modeling, performance management systems, succession planning, management assimilation, change management, process mapping and improvement, department and organization design and restructuring, employee engagement surveys, organizational communication, leadership coaching, culture assessment and enhancement, talent management and succession planning, focus groups, leadership and board facilitation, and employee development plans.

She also established the learning and development function in four organizations and has extensive experience in the design, development, and facilitation of employee, management, and executive development programs.

Vicki has published a variety of articles. Her most recent, "A Case for Reassessing the Job Interview Questions We Ask," can be found in The CEO Refresher. She is the author of High-Impact Interview Questions: 701 Behavior-Based Questions to Find the Right Person for Every Job (AMACOM, 2005) and co-author of First-Job Survival Guide: How to Thrive and Advance in Your New Career (JIST, 2005).

Customer Reviews

Great advice and a thorough explanation of behavioral interviewing techniques.
Brent
If I had to recommend one book for anyone who is involved in interviewing candidates, "High-Impact Interview Questions" would be it!
William
A potential employer needs more information about a person in a short period of time.
Lori

Most Helpful Customer Reviews

28 of 28 people found the following review helpful By Rolf Dobelli HALL OF FAME on May 8, 2006
Format: Paperback
Selecting the right person for a job is both an art and a science. To help you improve your chances of finding the right person, author Victoria A. Hoevemeyer proposes that human resource departments and hiring managers should ask applicants explicit questions about their skills and behavior. This approach, known as "Competency-Based Behavioral Interviewing" (CBBI), provides a clear picture of what candidates actually did in their previous jobs. Hoevemeyer's sensible idea is that if candidates succeeded at certain tasks before, they'll repeat their success in their new jobs. She provides a very long list of detailed questions that hiring managers can use to learn the specifics of candidates' skills and past performance. However, the book lacks proof that the CBBI process actually results in recruiting new hires who perform well and have better retention rates. Still, since Hoevemeyer's approach clearly elicits rich information, we believe that managers and even experienced HR professionals may find her interviewing tactics useful.
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15 of 15 people found the following review helpful By Lori on October 12, 2005
Format: Paperback
This book is easy to pick up and understand what behavioral interviewing is all about. For someone that is at the other end of the interview process (the interviewee) this book helped to better prepare me for the interview process in this day and age. Interviews no longer entail just talking about your experience. A potential employer needs more information about a person in a short period of time. By reading "High-Impact Interview Questions" I feel more confident knowing what a potential employer could be looking for and what kind of quetions they may be asking. For the price, this book is well worth it!
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10 of 10 people found the following review helpful By Deborah on October 15, 2005
Format: Paperback
"High-Impact Interview Questions" will save you both time and effort in the interview process. It provides hundreds of interview questions that you can tailor to your organization. By asking questions that focus on the candidate's actual performance, you will increase the likelihood that the people you hire will be a good fit for the position and the organization. This book is a great resource for the new interviewer as well as the seasoned HR professional.
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3 of 3 people found the following review helpful By Epiphany on May 9, 2008
Format: Paperback
Great explanation of the rationale behind behavior based interviewing. Guides the interviewer through the process of developing questions and evaluation procedures. Interview process is focused, to obtain more accurate and relevant information from candidates.
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2 of 2 people found the following review helpful By I heart recruiting on April 2, 2009
Format: Paperback
Well written from start to finish - I couldn't wait to adapt these questions into my interview process. The author does an excellent job informing you how these questions can help see the true candidate. I thought I was confident in my skills before I read this book - I cannot put into words how much I have grown since I finished this book - and implemented behavior-based questions. Highly recommend to any recruiter at any level.
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6 of 8 people found the following review helpful By William on September 26, 2005
Format: Paperback
If I had to recommend one book for anyone who is involved in interviewing candidates, "High-Impact Interview Questions" would be it! It is a practical, thorough, easy-to-use resource and reference guide for behavioral interviewing. The added bonus is that it's organized according to competencies, making it incredibly simply to use in conjunction with an organization's current competency models.

It's great for converting to behavioral based interviewing, enhancing your current behavioral interview process, or even simply testing behavioral interviewing out by converting some of your current interview questions to behavioral questions.

There is no doubt in my mind that if interviewers use the information and tools in this book that they will absolutely find the right person for every job!
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1 of 1 people found the following review helpful By M. Rosemund on February 13, 2013
Format: Kindle Edition Verified Purchase
I used it for all of my interviews and I used it in my interviews as a starting point and I think it helped. I would not use the question verbatim I would just use it to give yourself a place to get your mind stimulated. You will find that the potential employer will have already answered most of these questions by the time you get around to asking them - so use it as a mind stimulator.
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1 of 1 people found the following review helpful By AlyB on November 13, 2012
Format: Paperback Verified Purchase
This book is informative and organized. One of the best features is that it's broken down alphabetically by skill. So, for example, if you're trying to figure out past examples of Leadership, there's a whole section of questions. A great tool for hiring managers or beginning recruiters. Even helpful for veteran recruiters who want to freshen up their interview routine.
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