Behavioral interviews

Definition

Behavioral interviews are a structured interviewing technique used to assess a candidate's past behavior as a predictor of future performance. This method focuses on specific examples from the candidate's previous experiences, allowing interviewers to gain insights into how the candidate has handled various situations and challenges. By understanding how candidates have acted in the past, organizations can better determine their suitability for a role and how they might respond to similar scenarios in the future.

5 Must Know Facts For Your Next Test

1. Behavioral interviews often involve open-ended questions that require candidates to provide detailed examples from their work history.
2. The underlying assumption of behavioral interviews is that past behavior is the best indicator of future behavior in similar situations.
3. Interviewers typically look for specific competencies or skills relevant to the job when formulating their questions.
4. Candidates can prepare for behavioral interviews by reflecting on their past experiences and using the STAR method to structure their responses.
5. Effective behavioral interviews can lead to better hiring decisions, as they provide deeper insights into candidates' problem-solving abilities and interpersonal skills.

Review Questions

• How does the STAR method enhance the effectiveness of behavioral interviews?
  • The STAR method enhances the effectiveness of behavioral interviews by providing a clear framework for candidates to organize their thoughts when responding to questions. By breaking down responses into Situation, Task, Action, and Result, candidates can present their experiences in a structured manner that highlights their contributions and the outcomes of their actions. This clarity allows interviewers to better assess the candidate's problem-solving abilities and relevant skills, making it easier to compare candidates' qualifications.
• Discuss how competency-based interviewing relates to behavioral interviews and why it might be used in hiring processes.
  • Competency-based interviewing is closely related to behavioral interviews as both approaches focus on evaluating a candidate's past experiences to predict future performance. By identifying key competencies required for the role, interviewers can ask targeted behavioral questions that reveal how candidates have demonstrated these competencies in previous situations. This method helps employers ensure they select candidates who not only fit the job description but also possess the necessary skills and attributes needed for success within the organization.
• Evaluate the impact of behavioral interviews on organizational hiring practices and long-term employee performance.
  • Behavioral interviews significantly impact organizational hiring practices by fostering more informed decision-making based on evidence of past performance rather than relying solely on resumes or hypothetical answers. This method enables organizations to select candidates who are more likely to align with their values and contribute positively to team dynamics. Over time, effective use of behavioral interviews can lead to higher employee retention rates, improved job performance, and enhanced overall organizational culture as employees who are well-matched to their roles tend to thrive and succeed.

Related terms

STAR Method: A technique used in behavioral interviews that stands for Situation, Task, Action, and Result, guiding candidates in structuring their responses to effectively highlight their experiences.

Competency-Based Interviewing: An interviewing approach that evaluates a candidate's skills and competencies through questions focused on past behavior and performance in relevant situations.

Situational Questions: Interview questions that ask candidates how they would handle hypothetical scenarios, contrasting with behavioral questions that focus on real past experiences.