Hiring Guidelines

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Behavioral Event
Interview
(BEI)
BY: MARITES G. ABAD
PSDS
 4
What is Behavioral Event interview
The interviewer
 It is technique that gathers valuable
asks the candidate information from
to describe a experiential responses
situation or an because past
experience they performance predicts
had in a previous future performance.
job.
 5
Why is it useful?
1. It’s important to assess whether the candidate
demonstrates traits that fit your workplace culture.
2. BEI questions solicit real-life experiential
responses that provide a way to evaluate skills,
knowledge, and behaviors versus philosophical
views.
 6
Why is it useful?
3. The candidate’s responses
are a true indication of how
the candidate will behave and
perform in future work-related
situations.
 7

Who should use it?

➜ Behavioral Event Interviewing is
helpful for anyone conducting an
interview.

➜ The technique works well in a

multiple- interviewer scenario.
 8

➜ Various questions can be assigned

to members of the interview team.
 How is it done?
A BEI template includes standard
interview questions.
It is helpful to customize questions
to align the requirements of the
open position and the
organization’s culture.
 How is Customization should be done
it done? prior to the interview.

Follow-up probes are used to

further explore the candidate’s
response to a particular
question.
How
is it To avoid redundancy and
done? when time is limited, it’s
beneficial to assign areas
of focus and specific
questions to each member
of the interview team.
Interview 12

questions should
be aligned with
the following
based on D0 7, s.
2015
1. Teaching Ability: Demonstrates an
appropriate knowledge of content and
pedagogy'
 13

2. Classroom Management:
Demonstrates ability to deal
effectively with negative
student behavior

3. School Fit: Demonstrates skills and

needs for development that can be a
good fit with the school
 14
Interview topics include:
 Classroom
 Professional Experience Management
 Instructional Skills  Knowledge of
 Technology/computer content/materials
skills  Relationship with
 Classroom discipline administration, staff,
 Planning Skills and students
 Personal qualities
 15

“
How is
BEI
implemented?
 16

1. The Warm-up

Begin with putting the

candidate at ease and making
him/her feel welcomed.
 17

2. Task Preference – Compatibility

Match
Questions help evaluate whether a
candidate’s task preferences are
compatible with the pace, people,
task, and problem-solving
requirements of the open position.
 18
Sample Question:
“Everyone has some tasks/projects they
feel more comfortable with than others.
Think back over the last two years or so,
and tell me about a task or project you
worked on that you really enjoyed – one
where you really came alive.”
 19
Sample Question:

“Now tell me about a task/project

you did not enjoy – one that you
hope you won’t have to repeat.”
 20

3. Function-Specific Competency

Questions help focus and understand

whether a candidate’s current
knowledge, skills and education meet
the technical requirements of the
open position.
 21
Sample Question:
“Tell me about the most difficult or
frustrating colleague you’ve ever dealt
with.”

“Tell me about the most difficult or frustrating

learner you’ve ever encountered.”
 22

4. Organizational
Competencies

These are behaviors or traits

required for successful
performance for all employees
 23
Sample Question:

“Tell me about a time at work where

you really stepped up to a challenge,
offered an innovative solution or took
a high risk.”
 24
Sample Question:
“Tell me about a project or task where
you found yourself having to react to a
major unexpected obstacle or
change? What was the situation and
what did you do?”
 25

Provide
share
time to
what
relay your
next
5. Exit answer
organizati
steps
the
Dialogs on has to
candidate’s
offer
questions
 6. Post Interview

Reflections provide
opportunity to capture
findings, evaluate and
make conclusions of each
candidate.
BEI
27

Road- List critical

performance Gather data on the Compare their
map 1
areas for situation (STAR) answers to other
3 5

the job. candidates’ answers

Evaluate Finalize
Create open-ended the your
2 4 6

Qs on candidate’s
answers ratings
experience
 28
Applicants shall be rated using these standards
and equivalent points
Applicants shall be rated based on these competencies
29
30
31
S
A Competencies Points
Teaching Ability: Demonstrates an
M
P
appropriate knowledge of content
and pedagogy 5
Classroom Management:
L
3
Demonstrates ability to deal
effectively with negative student
E behavior
School Fit:

5
Demonstrates skills and needs for
development that can be a good fit
with the school
TOTAL
13
S
A =[(13 ÷15).10]100
M
P =[(0.8667).10]100
L
E =[(0.08667]100
=[(0.08667]100
=8.667
S
S
A =(13 ÷15)10 H C
M
=(0.8667)10 O U
P
R T
L
E =8.667 T
 If a man is called to be a streetsweeper,35
he should sweep streets even as
Michelangelo painted, or Beethoven
composed music, or Shakespeare wrote
poetry. He should sweep streets so well
that all the hosts of heaven and earth will
pause to say, here lived a great
streetsweeper who did his job well. —
Martin Luther King
 36
List of references:

1. https://collegegrad.com/jobsearch/job-interview-quotes

2.
https://www.deped.gov.ph/wp-content/uploads/2015/03/DO_s2015_07.pdf

3. https://careersourceokaloosawalton.com/files/public/Behavorial
%20Interview%20Template.pdf
 37
• DepEd Order No. 7, s. 2015, Hiring Guidelines for Teacher I Positions Effective School Year (SY) 2015-2016

• DepEd Order No. 22, s. 2015, Hiring Guidelines for the Remaining Teaching Positions Effective School YEAR (SY)
2015-2016
• DepEd Order No. 3, s. 2016, 
Hiring Guidelines for Senior High School (SHS) Teaching Positions Effective School Year (SY) 2016-2017
• DepEd Order No. 9, s. 2016, Reinforcement of DepEd Order Nos. 7 and 22, s. 2015 as the Hiring Guidelines for
Kindergarten to Grade 10 Teaching Positions
• DepEd Order No. 32, s. 2016, Addendum to DepEd Order No. 3, s. 2016 (Hiring Guidelines for Senior High School
(SHS) Teaching Positions Effective School Year (SY) 2016-2017
• DepEd Order No. 49, s. 2016, 
Guidelines on the Hiring of Contractual (Full-Time and Part-Time) Teachers in Senior High School
• DepEd Order No. 50, s. 2017, 
Hiring Guidelines for Teacher I Positions in Schools Implementing Indigenous Peoples Education Effective School Y
ear 2016-2017
• DepEd Order No. 51, s. 2017, 
Amended Qualifications Standards for Senior High School Teaching Positions in the Technical-Vocational-Livelihoo
d Track and Other Clarifications on the Hiring Guidelines