Behavioral Interviewing

Definition

Behavioral interviewing is a technique used in job interviews where candidates are asked to provide specific examples from their past experiences to demonstrate their skills and behaviors. This method is based on the premise that past behavior is the best predictor of future performance. By focusing on real-life situations, this approach helps interviewers assess how candidates have handled challenges and opportunities, providing deeper insights into their abilities and fit for the role.

5 Must Know Facts For Your Next Test

1. Behavioral interviewing is widely used across various industries to improve hiring decisions by emphasizing the importance of real-world examples.
2. Interviewers often use open-ended questions that encourage candidates to share detailed stories about their experiences, making it easier to evaluate their problem-solving skills and thought processes.
3. This interviewing style helps reduce bias by focusing on objective evidence of a candidate's capabilities instead of relying on gut feelings or assumptions.
4. Preparing for behavioral interviews typically involves reviewing past experiences and identifying key moments that demonstrate relevant skills and traits.
5. Employers appreciate behavioral interviewing because it can lead to better job performance, as it identifies candidates who have successfully navigated situations similar to those they may face in the new role.

Review Questions

• How does behavioral interviewing enhance the effectiveness of the hiring process compared to traditional interview techniques?
  • Behavioral interviewing enhances the hiring process by requiring candidates to provide concrete examples from their past experiences, which offers more reliable evidence of their skills and abilities than hypothetical questions. This method minimizes subjective bias, allowing interviewers to focus on objective behaviors that predict future performance. As a result, organizations can make more informed hiring decisions based on actual demonstrated competencies rather than abstract qualifications.
• What are some advantages of using the STAR method in behavioral interviews, and how does it facilitate candidate responses?
  • The STAR method provides a clear framework for candidates to structure their responses during behavioral interviews. By guiding them through the Situation, Task, Action, and Result, it encourages thorough storytelling while ensuring that all relevant aspects of an experience are covered. This structured approach not only helps candidates present their experiences more effectively but also allows interviewers to easily assess the impact of those actions on outcomes, improving the overall evaluation process.
• Evaluate how behavioral interviewing can influence organizational culture by shaping the types of candidates selected for positions.
  • Behavioral interviewing can significantly influence organizational culture by promoting the selection of candidates who align with the company's values and desired behaviors. By focusing on past actions and how individuals responded to challenges, this method prioritizes qualities such as teamwork, problem-solving, and adaptability. Over time, consistently hiring individuals who demonstrate these attributes can create a more cohesive work environment, fostering a culture that reflects the organization's mission and goals while enhancing overall performance.

Related terms

STAR Method: A structured approach used in behavioral interviewing that stands for Situation, Task, Action, and Result, helping candidates effectively communicate their past experiences.

Competency-Based Interviewing: An interviewing technique that evaluates a candidate's skills and competencies relevant to the job by asking about specific experiences related to those competencies.

Situational Interviewing:

A type of interview where candidates are presented with hypothetical scenarios related to the job and asked how they would handle them, focusing on future behavior rather than past experiences.