Tool 1 BBI FAQ Sheet Tool overview Use

Tool #1: BBI FAQ Sheet Tool overview: Use this tool to familiarize yourself with key terms and concepts about BBI and other chief facets of interviewing. Focus on understanding how each BBI key concept fits into and functions as part of the wider BBI process. Time required: 10 -15 minutes Question One: What is behavioral based interviewing? BBI is a method of questioning that encourages candidates to describe how they respond to past challenges. The technique is based on the premise that the most accurate predictor of future performance is past performance in similar situations. By getting candidates to discuss past experiences related to crucial job competencies, you will more accurately predict each candidate’s probable job performance, thereby improving the precision of your hiring process. Defining our key terms Behavioral skill Behavioral competency A grouping of similar behavioral skills into a broadbased trait A skill that relates to a candidate’s habitual behavior rather than acquired experience Technical skill Open-ended question A skill necessary to perform the job function that can be acquired through experience © 2019 Advisory Board • All rights reserved A question that solicits thoughts or reactions and cannot be answered with one word 1 advisory. com

Tool #1: BBI FAQ Sheet (continued) Question Two: What is NOT behavioral based interviewing? BBI is frequently confused with other types of non-traditional interviewing, such as situational interviewing or peer interviewing. Situational interviewing asks candidates to describe how they would react in theoretical situations. While this technique may uncover whether a candidate is aware of acceptable behaviors, only BBI asks for concrete previous actions taken. Peer interviewing allows team members to interview candidates together, but this interviewing method does not necessarily include BBI questions. Transforming non-BBI into BBI questions 1 If you were behind on documentation, an angry patient was demanding attention, and your manager handed you charts of patients in an overflow area, how would you prioritize your work? Problem: If and how would you set up a theoretical question, BBI question: Think back to the last time you were overwhelmed by several tasks at once. How did you prioritize? 2 Problem: How do you usually sets up a non-specific habitual question that doesn’t speak to past experiences How do you usually deal with difficult patients? BBI question: Tell me about a time when you had to deal with a difficult patient. How did you react? 3 Problem: What sets up a non-descriptive question; the question as a whole doesn’t speak to behavior What did you like and dislike about your last boss? BBI question: Tell me about a time when your boss just couldn’t understand what you were saying. How did you get your point across? Question Three: What makes BBI questions different from other types of questions? BBI questions are: ― open-ended questions about how the candidate has handled past work and/or life experiences ― firmly rooted in the past ― DO NOT address hypothetical situations or the candidate’s self-reported personality traits By forcing candidates to detail concrete examples, BBI questions pinpoint a candidate’s real-world capabilities. Three sequential components of a BBI question 1 Prompt candidate to identify a past experience related to a certain job competency 2 Ask candidate to outline the concrete situation 3 © 2019 Advisory Board • All rights reserved Ask candidate about the response to that situation 2 advisory. com

Tool #1: BBI FAQ Sheet (continued) Question Four: What is an open-ended question? An open-ended question is one that prompts more than a simple yes/no or factual response. Open-ended questions allow candidates to share their thoughts and opinions and also help interviewers maintain a conversational tone. Note: While all BBI questions are open-ended, not all open-ended questions constitute an example of a BBI question. Sample closed-ended questions Sample open-ended questions • When did you start working in pediatrics? • Why did you choose to work in pediatrics? • Have you ever previously been in a management role? • How did you use effective communication skills in your last role? • Did you like your last boss? • If we called your last boss, what would he or she say about your performance? Question five: But what if we have a lot of other questions to ask? BBI questions should make up only one portion of a candidate interview- typically 40 to 80% of interview time, depending on the position. Recruiters and hiring managers must still ask questions about technical skills to determine whether candidates have the qualifications and experience to fulfill the non-behavioral functions required by the position. Interview tip: Keep the 80/20 rule in mind. Generally speaking, allow for the interviewee to speak 80% of the time and the interviewer to speak for 20% of the time © 2019 Advisory Board • All rights reserved 3 advisory. com