Bei was first used by psychologists as a psychological evaluation method, through a series of questions such as "what did you think at that time?" "What did you say to him?" "What measures have you taken?" And so on, collect detailed information about the specific behavior and psychological activities of the respondents in representative events. Through the analysis of the collected information, the characteristics of their positions are excavated.
Bei is a highly professional interview method. Facing all kinds of interviewers, how to dig out a lot of valuable information in a limited time is really a science. Through my experience in using BEI interview method in human resource management consulting project, I summarized the basic procedure of behavioral event interview. This is the core step of the interview. By asking the interviewees to "tell stories", the detailed information of typical or key events (including two or three successful cases and two or three failed cases) experienced by the interviewees in their posts is collected. In order to get the complete information of each "story", respondents usually need to answer the following questions constantly: What happened at that time? Why is this happening? What were you thinking? What were you going to do? How did you actually do it? Who are you working with on this matter? What is the final result?
This is the key stage of Bay's interview, but there are often problems. Either the interviewees can't figure out what behavior events to describe, or the description is too simple, and even some interviewees are so eloquent that they miss the topic. It is in this case that our professional skills can be fully reflected: we need to ask questions with purpose, help the respondents clear their minds, guide them to focus on key events that truly reflect their work characteristics, and ask questions about the specific content of the conversation until they get the information they need.
For example, the interviewer said, "I want to collect some information regularly", and this information alone is not enough to prove whether the interviewer has relevant job characteristics. We need to ask immediately: "Did your superiors ask you to collect information regularly or did you collect it on your own initiative? What information do I need to collect? What channels do you usually get the information you need? " Respondents replied: "The company requires us to submit a sales plan every year, and we can usually get their business plans for the next year from customers, from which we can analyze the quantity and amount of basic sales orders in our responsible area, and then decompose them into sales plans …" We immediately wrote down the answer. The details of these behavior events, combined with their job responsibilities, analyze the job characteristics of this post, so as to establish the "raw materials" of the job qualification model. At the end of the interview, you should thank the interviewee, and then start sorting out the interview records, writing interview minutes, recording the information obtained in detail, and some even need to keep the original words of the interviewee. The external image, speaking style and even the characteristics of the workplace of the interviewee sometimes need to be recorded. Interview summary is one of the important "raw materials" for our subsequent scheme design.