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Inside Disney’s Behavior-Based Hiring Practices

August 29, 2013 by Bruce Jones, Programming Director, Disney Institute


Two weeks ago we discussed the scenarios in which an organization might be better suited to hire a candidate with less experience (skill) in favor of one who more aptly demonstrated the organization’s desired behaviors. If you missed it, read 3 Reasons It’s Okay to Hire Less Qualified Candidates.

During the recruitment and selection process, the emphasis must be placed on hiring candidates who have the desired skills in addition to the desired behaviors — in that order. Once these recruitment strategies have been established as an organizational and departmental priority, the question then becomes, how do I hire people with the traits that best fit my organization’s culture? The answer is … very intentionally.

Here are 3 recruitment techniques for hiring the right people for your organization:

Rewrite the job description: Most job descriptions are task-based; they fail to identify the behaviors the ideal candidate would possess. Write your job description to include the skills and behaviors that would make the applicant the best person for the job.

Rethink the interview questions: Task-based questions only give you purview into what a candidate is able to do. Add balance to your interview session by asking behaviorally based questions. A behaviorally-based question might start with, “How would you respond if …?”

Integrate your mission and vision statement: Include your mission and vision statement on your organization’s hiring documents. Let it serve as a reminder of who you are, and more importantly, what your candidate is signing up to be a a part of.


Have you experienced behavior-based hiring? What are your best practices? Share your thoughts with the community in the comments below.

Image: Flickr/laihiu


Posted in Selection, Training, Engagement | Tagged Recruitment Strategies, Recruitment Techniques, Recruitment and Selection Process, Bruce Jones | 0 Comments


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