Behavioral Interviewing

Definition

Behavioral interviewing is a recruitment technique that assesses a candidate's past experiences and behaviors to predict their future performance in a specific role. This method focuses on how candidates have handled situations in the past, providing insights into their skills, problem-solving abilities, and interpersonal interactions. By analyzing these experiences, employers can better determine if a candidate is a good fit for the organization's culture and job requirements.

5 Must Know Facts For Your Next Test

1. Behavioral interviewing is based on the premise that past behavior is the best predictor of future performance in similar situations.
2. This technique often includes open-ended questions that encourage candidates to share specific examples from their work history.
3. Employers using behavioral interviewing can gain deeper insights into a candidate's decision-making process and interpersonal skills.
4. The STAR technique is commonly used in behavioral interviews to help candidates structure their responses effectively.
5. Behavioral interviewing can help reduce biases in the hiring process by focusing on objective evidence of past performance rather than subjective impressions.

Review Questions

• How does behavioral interviewing differ from traditional interview techniques in terms of evaluating candidates?
  • Behavioral interviewing differs from traditional techniques by focusing on a candidate's past behaviors and experiences rather than hypothetical questions or general qualifications. Traditional interviews might ask candidates what they would do in a certain situation, while behavioral interviews require them to provide specific examples of how they have handled similar situations in the past. This approach allows employers to assess actual behavior, which is often more indicative of future performance.
• Discuss the significance of the STAR technique within the framework of behavioral interviewing.
  • The STAR technique is significant within behavioral interviewing as it provides a clear structure for candidates to articulate their experiences effectively. By guiding candidates to outline the Situation, Task, Action, and Result, interviewers can obtain detailed and organized responses that showcase the candidate's skills and decision-making abilities. This technique not only helps candidates communicate their experiences more clearly but also allows interviewers to evaluate responses consistently across different applicants.
• Evaluate the impact of behavioral interviewing on organizational hiring practices and candidate selection processes.
  • Behavioral interviewing has a profound impact on organizational hiring practices by enhancing the quality of candidate selection processes. By emphasizing evidence-based assessment through past behaviors, organizations can make more informed hiring decisions that align with their culture and job requirements. This approach minimizes biases and promotes fairness, leading to a better match between candidates and roles, ultimately contributing to higher employee retention and improved overall performance within the organization.

Related terms

Competency-Based Interviewing: An interview method that evaluates candidates based on specific competencies required for the job, similar to behavioral interviewing but often more focused on the skills rather than experiences.

STAR Technique:

A structured method used during interviews where candidates are asked to explain the Situation, Task, Action, and Result of their past experiences.

Interview Guide: A document that outlines the questions and topics to be covered during an interview, often tailored to align with behavioral interviewing principles.