In the midst of a labor shortage and increased competition from the private sector, Facilities leaders are seeing more staff turnover. The cost of turnover for some skilled trades positions—candidate recruitment, new employee onboarding, lost productivity—can be as high as 200% of the position's annual salary.
To ensure the best new hire, Facilities teams have started using behavioral-based interview (BBI) questions to evaluate candidates. BBI enables managers to identify candidates who are both technical and cultural fits by auditing concrete examples from past experiences, signaling how the candidate will likely perform in the future. Candidates who spike on both technical and cultural alignment are more likely to attach to the college or university and are less likely to turn over.
This toolkit explores six tools to help Facilities leaders incorporate BBI into the hiring process for any position.
This resource is part of the Grow Your Facilities Talent Through Upskilling Programs Roadmap. Access the Roadmap for stepwise guidance with additional tools and research.
Stakeholders will have questions about BBI’s purpose and value. Facilities and HR leaders can use this tool to prepare responses to common questions and communicate the benefits of BBI.
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This tool provides a template to announce the new BBI process to frontline supervisors, directors, HR, and other affected stakeholders. Use the Outreach Email Template, in conjunction with Tool 1: Sample FAQs Sheet, to ease concerns and increase transparency.
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A key part of BBI interviews is translating job functions into behavioral competencies. Use the Role Competency Selector to capture desired competencies and incorporate them into the BBI framework.
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