The Cognitive-Behavior Interviewer Training System™ is designed to show interviewers how to conduct effective selection interviews for a broad range of jobs. It is titled as the COGNITIVE – BEHAVIOR Interviewer Training System for convenience, but of more importance, it highlights the value of understanding how an interviewer’s thought processes relate to the accurate evaluation of a candidate’s job skills.
The cognitive dimensions of interviewing are explored in training by dealing with subjective biases, stereotypes, snap judgments, gut feelings, cognitive schemas, interviewer errors, and resistance to structure. This is achieved by the use of a high-structure COG-B™ interview to moderate subjective biases and support the objective measurement of a candidate’s job skills. In the class, participants view stimulus videos, rate candidate answers, and learn how candidates may “trigger” individual biases.
There are four innovations in COGNITIVE – BEHAVIOR interviewer training. First, job experts use the Job Mapper™ to rate the importance of behaviors for performance of a target job. Second, the job experts use the Behavioral Wizard™ database, to build a 14-question, job-related, high-structure, interview with past-behavior questions, answer-rating anchors and robust competencies. Third, a job expert receives the newly generated interview and reviews it. Fourth, the interviewer learns how to gain behavioral samples that predict job performance.
In past decades, the behavioral strategy has been the choice approach for interviewer training. However, participants in the new COGNITIVE – BEHAVIOR interviewer training class will find that the combination of cognitive and behavioral themes are a worthwhile contribution to reliable and valid interviewing. Researchers will uncover innovative ideas for research and job candidates will experience interviews that are designed to be bias-free, objective, respectful, and defensible. New is good!
The Six Steps
The Cognitive – Behavior System consists of six steps that were developed from research, practice, and case law. They provide a rational foundation for the development and administration of a selection Interview.
1. Conduct a Work Analysis
2. Generate a Structured Interview
3. Use Discipline & Suppress Impressions
4. Gain Behavioral Samples
5. Rate Each Answer & Compile a Total Score
6. Host a Two-way Wrap-up
The System Supports Fairness
- Every question in the COG-B™ interview is job-related.
- All candidates for the same job are asked the same questions.
- Past-behavior questions sample from work habits.
- All interviews are of a similar duration.
- Interviewers read questions to avoid misstatement.
- Probing is limited to minimize irrelevant conversation.
- Total scores are based on behavioral samples, not stereotypes.
The best format for Interviewing is the high-structure, job-related interview.
~ Paul C. Green, PhD
What are the benefits of using an Interviewing System?
The COG-B™ training program uses a highly interactive approach, encourages participants to share hiring goals, and incorporates humor to facilitate engagement. Participants practice interviewing skills and use the Job Mapper™ to identify essential job behaviors. The Behavioral Wizard™ generates job-specific interviews for job experts. Through the use of stimulus videos, interviewers learn to assess candidate responses and minimize bias. Class duration is flexible and can include development of reusable interview questions. Both shorter and longer classes include learning materials to support continued learning. Certification is available for qualified individuals to become trainers and facilitate development of structured interviews using the Behavioral Wizard™ software.
What is the impact of using the COG-B™ Interviewing System?
Interviewer Confidence
Research-based selection boosts interviewer confidence by providing a rational basis for decisions and minimizing concerns about candidate potential.
Common Language
A selection system establishes a common language for interviewers to discuss and standardize best practices and minimize bias.
Clear Roadmap
The six-step Behavioral Wizard™ selection system offers a roadmap for different stakeholders and fosters a shared understanding of best interview practices.
Bias Reduction
Systematic selection minimizes bias and discrimination by promoting fair and objective candidate evaluations that reflect reliability and validity.
Research-Based
Selection systems show interviewers the basics of interview construction, response evaluation, and disciplined administration.
Diversity Support and Fairness
Selection systems promote fairness, objectivity, and consistent standards, as they provide for disadvantaged and disabled candidates.