Behavioral Interviewing

Behavioral interviewing is one of the many fact-finding approaches to the job interview. It allows the interviewer wiggle room and helps the candidate showcase their best qualities. It can also predict future performance. In this article, we'll cover the main benefits of this interview method. Here are three of them:
Behavioral interviewing is a fact-finding approach

While traditional promotional interviews are great opportunities for candidates to tell an employer what they want to hear, a more fact-based interview approach focuses on actions and past experiences. By asking behavioral interview questions, an interviewee is more likely to be honest, as the interviewer can pick apart the answers for a more in-depth look at their behavior. Here are some tips to help you prepare for your behavioral interview.

During your behavioral interview, make sure that you document the specifics of each competency. Specifically, ask the job applicant to provide examples of situations in which they have applied those competencies in the past. This helps you better assess candidates' abilities to perform the specific duties of the position. When possible, assign a value to each question and compare the answers to other job applicants' answers. These comparisons can reveal areas of high difference between candidates. Behavioral interviewing should be structured and documented to reap the most benefits.

Behavioral interviewing is based on the idea that past performance is the best predictor of future behavior. When selecting candidates, ask them to share specific examples of their past behaviors and how they would approach these tasks. Then, ask them to explain the exact steps they took to achieve those behaviors. The result is an in-depth understanding of the candidate and their capabilities. In addition, behavioral interviews provide the interviewer with a consistent experience with all candidates.

During your interview, the questions you ask should focus on a specific competency or trait. Open-ended questions should start with a question that encourages the interviewee to provide a more complete answer. You can find sample questions and rating scales that help you sort out the best candidates from those who are less qualified. In addition, this technique will give you more insight into your candidate's behavior and help you decide whether or not he or she is a good fit for the role.

It helps candidates show their best side

Behavioral interviewing is a valuable technique for screening job candidates. The best candidates will have an understanding of organizational dynamics, as well as their own personal qualities. While past behavior can predict future behavior, it can't be relied upon as an absolute. While asking candidates about their past work situations can give an employer an indication of the person's character, it should not be the sole focus of the interview.

To help the interviewer decide if a candidate is a good fit for the role, behavioral questions should be used to assess their past performance and characteristics. Asking questions that go beyond job activities shows that a candidate has grown and learned from past mistakes. For example, if a candidate has been frustrated with a particular problem, ask them to explain how they dealt with it. This will help the interviewer understand their thinking style and anticipate their future behavior.

Behavioral interviewing can help discover new talent and can be a good way to avoid age discrimination. While the majority of behavioural interview questions focus on skills and attributes that are transferable, they can also be used to screen candidates with little to no relevant work experience. The answers don't need to be directly related to the job, but can include volunteering experience, extra-curricular activities, and personal experiences. The key to behavioural interviewing is to identify what behaviours a candidate must possess in order to be successful in the position. These key responsibilities are often outlined in a person specification or job description.

STAR method is a structured way of assessing answers to behavioural interview questions. During the STAR method, the candidate must describe a situation, task, and action. Candidates should consider the role and the objective of the task in order to show their best side. Once they have described the situation, they should think of how they would do it if they were in that position. Then they should focus on achieving the goal.

It predicts future performance

Behavioral interviewing is a modern method for hiring new employees. It is highly predictive of future behavior compared to traditional interviewing, which is only 10 percent. It helps companies find a match between new hires and their company, and uncovers real past and present behaviors. The process is called competency-based interviewing and is created by Management Team Consultants, a San Francisco-based organization. It was originally designed as a means of identifying a candidate's "fit" with their company.

Among the findings from this study, the researchers observed that behavioral intention explanations predicted future performance directly. However, there is a positive correlation between self-efficacy and situational interview performance. This correlation, however, does not prove that the interviewing process measures behavioral intentions. The researchers suggest that self-efficacy may have a moderating effect on the relationship between intentions and future performance. Hence, future research should examine whether behavioral intentions are actually measured by situational interviews.