Many a time candidates that appear to be perfect during interview turn out to be a misfit or incapable of performing up to the expected standards. To avoid such hiring mistakes, a new technique has evolved, known as behavioral interviewing. With time, behavioral interview is gaining much popularity as it helps the Human Resources identify the actual characteristics of the candidates and decide if their skill set matches the requirements. In effective behavioral interviews, candidates are often unaware about which exact behavioral trait the interviewer is verifying.
Defining Behavioral Interviewing
In behavioral interviewing the candidate is asked about specific situations in their past employment to assess their behavior in those circumstances. Past performance indicates how the individual’s future performance is likely to be. In traditional interviews the interviewer asks a set of straight forward questions which are usually common and the candidate knows the ideal answers for most of them. Contrastingly, behavioral interview helps employers identify the important skills that an ideal candidate should have to fulfill the position. The interviewer develops strategic questions to elicit responses which help in figuring out if the candidate has demonstrated the desired skills in the past.
Benefits of Behavioral Interviewing
Behavioral interviewing is a great hiring tool which predicts the future performance of the candidate. Instead of relying on the candidate’s words that they have the particular skill set, behavioral interviewing helps the Human Resources evaluate if they actually have the required skills. Traditional interview judges that candidate on how well he answers the interview questions while behavioral interview helps in predicting how well he will perform their job. Each question is followed by more related question to get an in-depth understanding of the candidate’s behavior. It doesn’t allow the candidates to fabricate their responses to please the interviewer. Behavioral interviews are also a great tool for discovering new talents, regardless of age as the method doesn’t rely on work experience but focuses more on competencies and transferrable skills.
Preparing Behavioral Interview Questions
To prepare questions for behavioral interview, firstly you need to know what exact behaviors are required for the role. Prepare a list of key responsibilities and then decide how to judge a candidate for the required skills. You can form an idea about your ideal candidate by observing successful employees in similar roles and the skill set they posses. Also take into account the culture of your organization to determine the skills that would help an individual fit in. It’s important to stick to the most relevant skills or it may become difficult for you judge accurately. Once you have a clear idea about the required traits, you can form your questions. Also, ensure that you use the same set of question for all the candidates for comparing the results easily.
Assessing the Responses
After completing all the interviews, study your interview notes thoroughly and rate the candidates based on their answers. Identifying the key behavioral trait for each question will help you separate a good candidate from others. Decide on a rating scale and assign score to each employee for each question accordingly. It’s important to take detailed notes during behavioral interview to assess the responses well. Candidates that are selected on the basis of behavioral interview are more likely to succeed in their professional roles.