Behavioral interview

Definition

A behavioral interview is a technique used in the hiring process where candidates are asked to provide specific examples from their past experiences to demonstrate how they have handled various situations. This approach helps employers assess a candidate's skills, competencies, and potential fit for the organization by focusing on actual behavior rather than hypothetical scenarios. By using structured questions that prompt candidates to reflect on real-life situations, this method provides deeper insights into their decision-making and problem-solving abilities.

5 Must Know Facts For Your Next Test

1. Behavioral interviews are based on the premise that past behavior is the best predictor of future performance.
2. Common questions in a behavioral interview might include prompts like 'Tell me about a time when you faced a challenge at work' or 'Describe an instance where you demonstrated leadership.'
3. These interviews often involve assessing key competencies relevant to the job, such as communication skills, conflict resolution, and adaptability.
4. Interviewers typically use scoring rubrics to evaluate responses, making it easier to compare candidates objectively.
5. Candidates are encouraged to prepare for behavioral interviews by reflecting on their past experiences and using the STAR technique to articulate their responses.

Review Questions

• How does a behavioral interview differ from traditional interviewing methods, and what advantages does it offer to employers?
  • Behavioral interviews focus on past experiences rather than hypothetical questions, allowing employers to gain insights into how candidates have handled real situations. This method helps in evaluating candidates based on concrete evidence of their skills and behaviors in relevant contexts. The structured nature of behavioral interviews also enables more objective assessments and reduces biases compared to traditional interviews, making it easier for employers to select the best candidates for their teams.
• What role does the STAR technique play in preparing for a behavioral interview, and how can it enhance a candidate's performance?
  • The STAR technique is vital for candidates preparing for behavioral interviews as it provides a clear framework for organizing their responses. By breaking down their answers into Situation, Task, Action, and Result, candidates can effectively convey their experiences in a coherent manner. This structured approach not only helps in highlighting relevant skills but also allows candidates to demonstrate their thought processes and outcomes more effectively, leading to a stronger impression on interviewers.
• Evaluate how effective behavioral interviews are in predicting job performance compared to other interviewing methods.
  • Behavioral interviews are generally considered more effective than other methods because they rely on actual past behavior as an indicator of future performance. Research shows that behaviors exhibited in previous roles are strong predictors of how candidates will perform in similar situations within a new role. While traditional interviews may focus more on theoretical knowledge or personality traits, behavioral interviews provide tangible evidence of a candidate's abilities. This focus on real-life scenarios can lead to better hiring decisions and ultimately contribute to improved employee retention and organizational performance.

Related terms

STAR Technique:

A method used by candidates to structure their responses in a behavioral interview, involving Situation, Task, Action, and Result.

Competency-Based Interviewing: An interviewing approach that evaluates a candidate's competencies, such as teamwork and leadership, through their past experiences.

Structured Interview: An interview format that uses a set list of questions for all candidates, ensuring consistency and fairness in the evaluation process.