When it comes to interviewing, you may be gambling with your organizations future. U.S. trends show a gradually decreasing level of unemployment. New additions to the workforce are declining. In 2010 unemployment is forecasted to be 0.7 percent and even less in 2020. The Bureau of Labor Statistics forecasts a population of 141 million people in 2006 to fill 151 million jobs. Recruiting for and finding the right people for your organization is going to get more difficult and more expensive. Using a valid predictor of job success is one solution to this growing problem. Behavioral Interviewing provides a range of performance predictive questions designed to elicit responses that reveal the candidate's profile of strengths and development needs. These questions are designed using core competencies within each of your organization's.

Behaviorally related interview questions allow your organization to concentrate interviewing efforts on high potential candidates. If you are interested in making candidate selection easy, convenient and consistent, reducing recruitment costs and assessment time, improving employee morale, productivity and turnover there is not better time than now to incorporate Behavioral Interviewing

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