As every employer should know, having competent and driven employees are keys to successes. What is usually given less thought is having employees that fit in to your corporate culture, something that is equally important to corporate successes. Just like every person is different, so too is every organization and having the right types of people in your organization breeds new meaning to the term “having the right person for the job.”
In order to hire the proper people for your company, a process called behavioral interviewing should be implemented. Though behavioral interviewing is not a new concept, dating back to the 1970’s, it is steadily becoming more and more mainstream. A study conducted by the Journal of Applied Psychology, 67 (5), 577-580 has found that behavior-based interviewing is 54% predictive of future on-the-job behavior, while unstructured interviewing is only 7% predictive.
So What Is Behavioral Interviewing Anyway?
It’s a process by which past performance is used as the predictor of future behavior. Traditional interviewing methods, on the other hand, have some shortfalls since they can be quite close-ended, and limit further information without eliciting an answer as to how they really behave.
Here are some behavioral vs. traditional interviewing questions/queries:
- Can you tell me a few things about yourself?
- Tell me some of your strengths and weaknesses?
- Why are you interested in working for us?
- Give me an example of a time when you had to make an important decision and why you chose that route?
- What is the toughest group that you have had to deal with and get cooperation from? Tell me how you dealt with it?
- What have you done in the past to contribute toward a teamwork environment?
As you can see, traditional interview questions do well to get to know the person whom you are interviewing but very little to predict how they will perform if you should chose to hire them. On the other end of the spectrum you have behavioral interview questions that make the interviewee think about past experience and how certain problems were different. This offers insight as to how they will behave as a prospective employee, as well as giving the interviewee time to reflect on their past actions and if they acted to their fullest potential and capabilities.
Here’s why this knowledge, and behavioral interviewing is important for you and your company!
One of the main takeaways here is that behavioral interview questions do much more than simply determine what a candidate says they will do, but rather gives the candidate the opportunity to give concrete physical examples of what they have done in the past that has proven to be successful and lead them to where they currently are. Not only that, but knowing the basics of behavioral interviewing questions and techniques can help you as an individual should you ever need to be prepared of what is to come when going into an interview.
As an employer…
What employers should also note when evaluating a candidate based on their behavioral interview questions are the following:
- Consider the candidate’s ability to deliver
- Rely less on your first impression and more on the specific facts of the interview
- Openly share your interpretation of the candidate with the rest of the team, voice any concerns
- Do not rush to make a decision if you do not have enough facts
- Unsure? Don’t hesitate to ask for a second interview