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Run » Human ResourcesWhat Is Behavioral Interviewing? And How to Use It to Hire for Your BusinessDo your interviews reveal enough about a job candidate’s future performance? Discover how a structured behavior interview can improve your approach.
The proper interviewing techniques help you assess candidates efficiently, whereas the wrong ones increase the risks of bias and may result in hiring a person unsuitable for the position. Many hiring managers ask hypothetical questions to see how an applicant would handle various situations, whereas behavioral interviewing probes responses to real-life issues based on the candidate’s previous experience. Behavioral interviewing isn’t a new method, but it’s a good idea to understand the ins and outs of applying the techniques during your interviews. Learn what behavioral interviewing is and why it’s effective, then explore questions and tips for using it. Behavioral interviewing is a technique used to question job candidates about their past experiences. It’s based on the premise that past performance is an excellent predictor of future behavior. The Society for Human Resource Management (SHRM) suggests using this method to learn about an applicant’s specific skills, abilities, behaviors, and knowledge. The questions elicit verifiable evidence about previous actions in the workplace. Behavioral interviewing looks at actual experiences, whereas situational interviewing focuses on hypothetical ones. Indeed, the Journal of Business Research found that both “question types are valid predictors of job performance.” However, theoretical questions may not reveal behavior patterns critical to job performance and success because they’re based on imaginary circumstances, not proof. [Read more: Avoiding a Hiring Mistake: How to Make Sure Your Next Hire Is Your Best Hire] Advantages of using the behavioral interviewing methodRecruiters and hiring managers believe behavioral interviewing techniques are beneficial, with 86% of respondents to a LinkedIn survey rating the method as “somewhat or very effective.” Past behavior questions help leaders assess soft skills, which more than 60% of hiring managers say is challenging. Moreover, structured behavioral interviews make it easier to compare job candidates fairly and legally. Behavioral interviewing looks at actual experiences, whereas situational interviewing focuses on hypothetical ones. SHRM points out additional benefits, including:
Behavioral interviewing sample questionsAmtec suggested developing a list of behavioral interview and follow-up questions and a set of “expected or desired answers.” Furthermore, the primary interview questions should be “delivered to every job candidate with the same wording, in the same order, and using the same scoring system,” according to SHRM. Before creating a list of questions, SHRM recommended identifying the “core competencies for your organization” and the preferred behaviors and qualities of job candidates. Doing so helps you narrow your job interview questions to those that align best with your mission and the job role. LinkedIn’s guide to screening candidates offers examples of behavioral interview questions like:
[Read more: 8 Personality Tests to Help You Hire the Best Candidate] Tips for conducting a behavioral interviewMost small and medium companies continue to use “unstructured interviews rather than structured behavioral ones,” according to research. This could be because of the additional work required before the interview. Obsidian HR said behavioral interviewing “requires more preparation and training for interviewers.” SHRM agreed, noting that the “technique can take a great deal of effort and planning before an interview can ever take place.” Improve your behavioral interviewing tactics by:
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What is an example of a structured interview?There are many ways in which you can conduct structured interviews. For example, you can conduct them over the phone, face-to-face, over the Internet, using computer programs, such as Skype, or using videophone. Structured interview questions can be open-ended or closed-ended.
What should I expect in a behavioral interview?Behavioral interviews focus on a candidate's past experiences to assess how they've navigated specific situations and utilized skills relevant to the position. Rather than asking theoretical “How would you handle ___?” questions, your interviewer will focus instead on concrete “How did you handle ___?” prompts.
What is an example of a structured interview question?Structured Interview Questions:
Talk about how you would handle [common job challenge]. Give me an example of a time you had to [important job skill]. Who is the best [position they're applying for] you've worked with?
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