Preparing for a Performance-based Interview

What is Performance-based Interviewing?

Technically Performance-based Hiring can be classified as behavioral interview, yet it has very important differences. As mentioned in an earlier lesson, I've certified 2,000+ recruiters in this method as a consultant to Lou Adler, the developer of this method. This includes recruiters from many prestigious companies.

Here are the similarities and differences.

• How the questions should be answered. This is similar. You would use the STAR method to structure your answers.
• The structure of the questions. This is different because the questions center around pre-defined performance objectives vs. more abstract job competencies. By default the required competences are included in these objectives. See examples of common performance objectives below.
• The focus of the questions. This is somewhat the same. Pure behavioral interview questions are more focused on past behavior while the performance approach focuses on both past and future.
• The Hiring Process. This is different. Performance-based Hiring is an end-to-end business hiring process that spans the full life-cycle of the hiring process from requisition open through hiring and on-boarding. Behavioral interviews are limited to just the interview step.

Performance-based Interviewing Question Structure

Performance-based interviews use three basic questions and one technique. These are used in conjunction with pre-defined job performance objectives during the interview. See examples of performance objectives below.

Work history review. The interviewer reviews you job history to understand the full scope of your role. Then they'll ask you for your 'most significant accomplishment' for each job. You can also think of this as something you're 'most proud of' while in that job.

Comparison of background to performance objectives. The interviewer uses the pre-defined performance objectives and asks you, "what have you done that is most comparable?" This is where you'll use the STAR answer method.

How would you go about that? This is a future or forward thinking question that causes a discussion about how you'd go about doing the real work. The interviewer states a key performance objective and then asks, "how would you go about that?" This is a great opportunity for you because it allows you to showcase just how you'd approach the job. It also provides you with an opportunity to be sure you understand what is expected and to determine if you really want to be doing this specific job!

The Probe Question Technique. This is the 'peel the onion' or 'drill down' technique mentioned in an earlier lesson. After the interviewer asks any of the above questions, they will begin a deep probe to fully understand your initial answer. If you give shallow answers, evasive answers and/or rambling answers you'll likely fail this type of interview. People who embellish their work will quickly discover they will be 'painted into a corner' and this will not end well for them as a candidate.

Short Examples of a Performance Objective

Click on the blue bar below for an example of performance objectives for a few common jobs.I'll only include one for example sake, however, most jobs will have from 4 to 8 objectives, some of which will have sub-objectives. 

Every job will have performance outcomes, it's just a matter of figuring out what they are. Think of these as defining what 'success on-the-job looks like.' In other words, if you performed well across all of them your job performance would be outstanding. 

The Probing Technique Sample Questions

Imagine the interviewer using questions based on the following probes to better understand your most significant accomplishments, your comparable work for performance objectives and how you'd go about accomplishing those objectives.